Employers expend a great deal of time and effort locating and landing the most talented candidates for their businesses. Knowing you have hired the best talent for an open position within your organization certainly generates a sense of confidence and hopefulness for the future of your company. However, as important as it is to hire a gifted new associate, it is equally as important to be sure your new associate is properly amalgamated within their new setting.
Prepare your team
A new personality with new capabilities and viewpoints will most certainly alter the dynamic of any group. However, when an already cohesively operating team is sufficiently prepared for a new member, it gives the group an opportunity to prepare; whether it’s for training purposes, role allocation, shared space, or simply getting used to the idea of impending changes in the office. Therefore, a simple email or brief meeting informing your staff, prior to the arrival of your new hire, is essential.
Once your new team member has begun employment, is it imperative that you, as a leader, take the initiative of integrating by correctly welcoming your newcomer into the group. Effectively manage first impressions by setting time aside for a proper orientation where thorough introductions can be made for the benefit of the newcomer as well as established colleagues. Send a welcoming email or formal letter to the new associate, including information on colleagues, superiors, staff and assistants.
Furthermore, sending a simple email to your staff, welcoming the new hire and sharing pertinent information, such as where they came from, their credentials, office location and assistant, etc., can also prompt and motivate existing staff to personally welcome the newcomer. Remember that failure to properly introduce your new employee in a positive light can cause possible disruption to the functionality of your team, in addition to setting your new hire up for failure, or at least a really stressful start to a new job.
Ensure that your new employee has proper office/desk accommodations, computer, or any other supplies necessary to learn and perform their new job. This may seem like an obvious call, but employers often overlook such basics, causing undue tension and distraction to the new associate who is already trying to learn the ropes of a brand new environment. Be sure to also provide your new hire with a directory of employee phone numbers and extensions, as well as a company handbook and thorough review of policies.
It’s important to avoid following the old fashioned theory of sink or swim when it comes to new hires, as it not only negatively impacts team performance, it creates a potential for conflict and a higher probability of the newcomer moving on. Moreover, not offering proper accommodation can make a new hire feel isolated and even insecure. It also gives the appearance to existing staff that the newcomer lacks importance and should therefore be treated as such. In essence, leaving your new employee “in the dark” is fundamentally counterproductive.
Just because you may have hired one of the leading candidates in his or her field, does not mean you should assume they will be able to perform their new job without training. On-the-job training is fine, but without direction, your new associate will feel lost and possibly make mistakes that you can’t afford. This is another area where employers could potentially lose new talent. In fact, recent studies have indicated that approximately 40 percent of employees who receive less than sufficient job training will quit within the first year.
Your employee will be extremely grateful if they don’t have to speculate the details of their job, and you will be thankful you invested the time and money into properly instructing them on how your company works. In many cases, assigning a mentor can also be of great benefit.
Conversely, if a new hire brings experience that can be immediately utilized, include them in current and ongoing group projects as their experiences in different environments may add a fresh point of view and energy to the group. It also allows the newcomer a chance for early success and integration, establishing confidence in their role within the company.
Further Reading (Affiliate): How to Welcome a New Team Member
Inviting a new professional to join your work staff is, and should be treated as, an investment that has the possibility to advance your team and your company toward its ultimate mission. Take the time and energy, give the support and training, and watch your new hire thrive and contribute to your company’s success.
Stewart, Cooper & Coon, has helped thousands of decision makers and senior executives move up in their careers and achieve significantly improved financial packages within short time frames. Contact Fred Coon – 866-883-4200, Ext. 200