These Common Mistakes Kill a New Employee’s Experience
Does your company have a ‘trial by fire’ approach towards new hires? Letting new employees fend for themselves does little to build trust, much less inspire confidence in your company’s overall leadership strategy.
No one wants to feel all on their own from day one, and as the boss, you play a critical role in ensuring your new employees are set up for success. Failing to train new hires properly can cost your organization an untold amount of money, as well as a high emotional cost due to significant turnover. Are you making these common mistakes?
Not engaging current employees in on-boarding
The employees you already of have are as critical as the new members you hire and tending to both helps make the distinction between a strong team that stick together and high turnover. So, it’s critical both sides be well-informed and engaged when coming together.
Keep your employees in the loop during the candidate selection process, have them meet the final candidates and be part of the ultimate hiring decision. This way, they’ll feel more ownership over the success of the employee they helped hire.
Not setting clear expectations
It’s key for you to clearly spell out how the success of a new employee will be gauged. If you make the idea of success a guessing game, it’s bad for everybody involved.
Schedule weekly check-ins that include time for both questions and feedback. This can go a long way in creating and maintaining a dynamic for both of you and it makes it almost impossible for a new hire to fail because of confusion.
Not planning for the learning curve
Despite past accomplishments, a new job and new group of colleagues presents a massive challenge. You shouldn’t expect hire news to be as fast and efficient as you or your seasoned employees.
Develop a conventional onboarding system for new hires, including programming customized explicitly to their role. Ensure they spend some time getting to know each team member during their first few weeks and are correctly trained on all the facets of the company before they’re asked to ‘go it alone.’
Not considering company culture
Becoming familiar with a new business culture often leads to bad outcomes for new hires more than getting adjusted to a new job. While new hires will learn about your company culture through observation, it’s essential to bring them in on the company history story, including why things are done the way they are.
Some of the onboarding process ought to include laying out everything from preferred practices to company success stories, and business traditions and unspoken guidelines. The point is to soften the employee manual and provide all the nuances a new hire won’t hear from HR.
At LTI, we partner with our clients to ensure that the workers we place achieve success through a thorough on-boarding process. Please contact us today to find out how we can provide your company with the most talented candidates for your operations.