Hiring managers are usually pretty anxious to see new employees become productive as soon as possible. If this sounds familiar, there are things you can do that will help a new employee’s development. Use these tips to set your new employee and yourself up for success!
Identify what you need your new hire to do first.
Schedule the order of training activities based on these expectations. We typically recommend scheduling the complete new hire training process over 60 to 90 days. Continue using this logic to space out each subject over this time period allowing your employee to gradually ramp up on additional responsibilities.Not all training must be formal or in a classroom.
Depending on the subject matter, there are a variety of ways employees can receive
training. On the job shadowing with instruction from a seasoned employee, in a classroom, watching a video or self-player power point deck are just a few of the many options. Involve other team members in delivering training, and use different formats that best suit the subject being covered. This provides your employee interaction with other employees and keeps the training engaging.
Set goals during the employee’s first week.
There is no better way to set expectations right away and connect an employee’s job to the company’s bigger picture than initial goal setting. Meet with your new hire on his or her second or third day on the job and plan out 2 to 3 goals s/he can complete over the next 90 days. These can be as simple as completing the new hiring training plan, as involved as managing a project and everything in between. Specific to this tip, new employees are eager to contribute, and this helps them to satisfy this need.
Seek and provide feedback.
The early days in a new job can be overwhelming. Employees are trying to figure out the company culture, learn their responsibilities and build relationships with new co-workers. Help to ease this transition by providing timely feedback on what’s working and what isn’t. Employees also appreciate background information that may be useful to them about the company and their role. Be sure to ask your new hire for his or her feedback. You may learn something that can make the process work better for other employees. He or she will also be able to tell you if more support or clarification is needed in any particular areas.
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