Incorporate training into your on-boarding program to turn your newest employees into your all-stars
Your new hires put a lot of thought into the first impression they make with your company. It’s equally valuable for employers and managers to put their best foot forward when onboarding a new teammate. Send a strong message from day one by empowering them with the tools and insight needed to dive headfirst into the work you’ve brought them on to contribute.
Your new employee’s first day shouldn’t just be about learning how to file expense reports and being shown where the bathroom is. Your onboarding protocols should be designed with intention, and with clear goals in mind. Establish the high standards you expect from your team right out the gate, and adhere to them from the top-down to set an example of how your company operates at its best. Ask yourself: how is this new hire going to make our team better and our culture more dynamic?
Too many companies’ onboarding process begins with the most tedious steps. While reviewing HR policies and procedures, filling out paperwork, IT tutorials and the like are certainly important, are they important enough to deserve a prime spot as your new employee’s first taste of life at your company? Reaffirm your company’s culture-first approach approach to leadership and start your new hire’s first day with the most important building blocks of your company’s identity: communicate your history, mission, core values and goals; identify leadership and define the nuances of their roles and responsibilities; and spotlight success stories, case studies and the unique differentiators that define your workplace.
After you’ve broached those big-picture lessons, training for the task at hand is still essential. Throwing a new employee into their new role with insufficient training will build a foundation of uncertainty and insecurity; unpreparedness will negatively impact your new hire’s engagement with their work and with the identity of your brand. So core training is certainly essential. But what sets a leadership-focused company apart is training a new hire—from day one—to become an innovator at the forefront of your company culture. The difference between onboarding a new employee and onboarding a new leader stems from training practices that incorporate skill-building and development.
Along with teaching a new hire how to do their job adequately, invest in making them a better person. The better they are as an individual, the better they will be as a team member. Invest into their strengths, their self-awareness, their communication style, the ability to give feedback and receive feedback, and be very intentional about investing into and building on your unique culture. You’ve hand-selected your new team members because they don’t just want a paycheck, they want to support your company’s vision: once they’re in the door, it is up to you to support them on that mission. At Carver Peterson, we have the roadmap you need to pull it off. Let us help reshape your on-boarding strategy to be the best it can be.