You might have heard the saying, “Nothing is more crippling than a bad hire.” Successful entrepreneurs are known for their dedication, willingness and ambition to drive growth. However, with growth, there is no doubt many obstacles take form, and many challenges become a bit daunting. To meet an ever-growing demand, it is vital for business owners to seek and onboard critical talent as needed. Growing the team strategically always bears the best fruit.
That is why it is crucial to perfect your onboarding methodologies. But it will take plenty of work, resources and planning. Genuinely welcoming a new member to your team goes beyond just a simple orientation or reading the employee handbook. You have to make the new hire feel truly wanted, creatively show your appreciation for what they bring to the table and demonstrate how you can cultivate them to become a stronger member of your team. Let’s look at the top onboarding strategies for new hire success.
Organize a Small, Meaningful Reception
Business coach and expert Ilean Harris says it doesn’t matter if you want to welcome your new member via online or in person; nothing is more advantageous and encouraging for the hire than to be edified in front of his new co-workers. Beginning this way, you will manage to accomplish various small objectives on the very first day, including: making the introductions quicker, expressing your thoughts on why your team needs the new hire, and encouraging the team to accept the new employee as an augmentation of their success.
Developing a Transparent Network of Communication
You may have put in plenty of time and effort making your onboarding process simpler and more effective. However, you have to be just as dedicated to create a two-way response and feedback channel of communication between the new hires and your upper management.
Building an environment where your team can openly communicate with everybody expedites milestone achievements as well as mitigates critical discrepancies and unforeseen consequences. Your new employee must have a clear idea of whom to talk to, ask questions; and they must be reassured that the feedback and answers they get are always going to be honest.
Remember – You Are Hiring a New Person, Not Onboarding His Role
The new hire will, without a doubt, be excited to impress their team and make a good first impression. As per Ryan Wilson (owner of FiveFifty), you have to be supportive of this fact and show your willingness to do the same. Remember, you’ve selected this new person for his diversification and willingness to work with your team to fill in the gaps. Always attempt to inspire the new hire.
Familiarize and Acclimatize the New Hire with Customer Experiences
According to Mastermind CEO David Finkel, a day in the life of your company’s customers and their experiences will shine a bright light onto the orientation you have given your new hire. Things will make much more sense for them. Moreover, this experience will also help them align their work to the true value they have cultivated for your clients, directly and indirectly.
Talk to Your Employee About Career Development at an Earlier Stage
The organizational nourishment and encouragement for career development is one of the most important things for new hires. They show more dedication and eagerness to work productively and with more motivation.
That is why it is pertinent that you should schedule bi-monthly or quarterly meetings with your new employee regarding career development. Provide insight on how you can help them with what they need to grow and achieve measurable goals.
Discuss Your Organization’s Cultural Values
Every organization and business has a set of core values that their employees base their performance and decision-making on. Cultural values are an amalgamation of the ethical processes your new hire will have to employ to work on the same page as the rest of the team. So many new hires switch jobs or fail largely because they are not told or are aware of the company’s core values.
So there you go, some hard-hitting factors you must consider and integrate to make hirings more lucrative and effective in the long-term. The human resource is truly the resource that creates all other resources and you should treat it as such, right from the start.
Fatima Mansoor is a writer at Aepiphanni, a Business Consultancy that provides Management Consulting, Managed, and Implementation Services to business leaders and entrepreneurs seeking to improve or expand operations. She specializes in business & entrepreneurship, digital marketing, and health & fitness. Her focus is on creating compelling web content for small and medium businesses form diverse industries. She mostly writes for entrepreneurs and marketing agencies across the US, Australia and UK.
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