An organization is built of good people who are solid performers, and those solid performances start on the employee’s first day on the job. That’s why “onboarding” is such an important piece of the employee life-cycle. Any human resources department worth their salt certainly has an onboarding program in place for new employees, but even so, your manager and his team are responsible for a good part of that initiation process.
A Revolutionary Assistant can ensure that her manager’s new employees are prepared to deliver great results for the boss by overseeing the onboarding process and making sure that the newbie gets the “full treatment.” Per the Society for Human Resources Management, onboarding is dependent on the “Four Cs:”
- Compliance – The part of onboarding that deals with the rules and regulations of the organization’s industry and the company’s policy.
- Clarification – Making sure that an employee understands the expectations of his new position.
- Culture – Providing an employee with a sense of formal and informal organizational norms and giving him a sense of understanding for the company’s “personality.”
- Connection – Assisting the employee in building the relationships and networks that will make him successful
Most companies will cover compliance and even clarification with a new employee, but there are many times when the last two “Cs” are overlooked in the process. Here are some hints that can help move the onboarding process from good to great and give your new employee the foothold he needs to be a successful part of your team:
Complete administrative paperwork before the employee’s start date – Take advantage of technology and get those forms into the hands of your new hire before he starts. This will allow you more time to cover important job information and introduce him to important connections.
Set up the new employee’s workspace – Making sure that the computer is ready to go, that the email account is up and running and the cell phone is in working order will help the new guy get up and running quickly. If his work area hasn’t been used in a while, clean it up for him so that he’s not sitting down to a dusty, sticky desk. That’ll definitely make a good first impression.
Schedule face-to-face meetings for the employee and his team – It’s important that he meets all his key contacts as soon as possible. Two or three meetings a day will set a good pace without overwhelming him, as he’ll be trying to learn new names and connecting people with their responsibilities.
Allow for some social time – A team lunch or a cocktail hour at the end of the week to welcome the new employee will go a long way toward creating good will. It will also allow him to establish a good foundation for work relationships.
Ensure that the new employee has all the team meetings on his calendar – Important company-wide and department meetings should be on his schedule, so he doesn’t look up and find that everyone is gone off to a conference room but him.
Sit with your manager about the new employee – Does your manager need assistance covering the expectations for the employee’s first 90 days? Does he need your assistance in creating an outline of goals and objectives for the employee? Asking these questions will prompt the creation of these documents and the discussions that your manager should have with the employee about them.
Give an office tour – Take the employee around and introduce him. Make sure he knows where restrooms are and who’s “in the know” about the office goings on (that’s you, right?). When you provide the tour, point out the company’s charitable work and the activities and groups your company supports. If there’s an employee group for women or diverse employees, let him know. If there’s a bowling tournament in a week, clue him in: he might have a 250 average!
Onboarding your manager’s employees the right way will set up the whole team for success. Make sure the new guy knows what’s what, and make sure he knows that he can come to you when he needs something. You’ll really be helping to smooth out those new job jitters and ensure a productive start to this new chapter in the employee’s career!
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