- Providing a training path
To be successful, every learning and development initiative needs to begin with a plan. New hires need to know with whom they are training, when they’re training and what they’ll learn, so they don’t feel lost coming into work each day. The absence of such a plan — by itself — will kill confidence.Define a clear training plan for each new hire to follow. But make sure it’s based on the employee’s new position, current level of knowledge and experience on the subject matter. If you don’t, new hires already familiar with the material may feel bored or taken aback that their time is being wasted. Customise the training plan to their needs.
- Show how and where to ask questions
No matter how clear the job duties or task steps are, new hires still face unexpected challenges in the workplace. In fact, a Glassdoor survey conducted by Harris Interactive in 2013 revealed that six in 10 workers found their jobs different than they expected them to be.Questions will pop up, and for a smooth learning experience, new hires need to know where they can get answers. Instead of referring new hires to one person, use the collective knowledge of the entire team to help them out. Create a space, such as a Q&A forum, where they can seek advice from everyone. Crowdsourcing answers will ensure that they get a variety of opinions, for a more complete picture of a process with plenty of tips.
- Give new hires the tools to contact someone for immediate health
We’re beginning to see workplaces harness the power of social tools for communication, especially with the sprouting of so many apps over the last few years.I can’t think of a time when an instant messaging tool wouldn’t come in handy. Trainers and supervisors aren’t always around when new hires encounter problems. They need some kind of communication tool that lets them reach out to others for immediate help, even if it’s just basic mobile messaging. Merely knowing they have the ability to contact someone for help will help them feel more comfortable navigating the unexpected bumps in the road.
- Schedule one-on-one meet ups with more experienced team members.
One of the greatest challenges when onboarding new hires is the lack of confidence that comes from the minimal know-how when starting a new role. If set up properly, mentoring can be a frontrunner idea for more confident, competent employees. This can lead to “reversed mentoring,” a scenario where the less experienced employee mentors the more experienced employee for a session or two on a skill he or she possesses that is beneficial to the business. Help new hires identify team members with experience in the areas they need to learn. Encourage one or two meetings, and if the mentorship is a good fit, let it continue until either party feels the need to move on.
- Make an announcement
You’ve just hired this wonderful talented person for your team — don’t keep it quiet! Announce it to the world (or at least the rest of your team)! Include a little information about who he/she is, the reason this person was hired and the role being undertaken. Help this person’s new colleagues understand how they can connect. Don’t leave it all on your new hire to make new friends at work. Throw a happy hour or lunchtime gathering to bring people together.
Ever Better Recruitment