Even if you have recruited a quality new hire, there may still be a ‘growing pains’ period. It can typically take weeks or even months before these fresh faces fully acclimatise to their roles.
Of course, while some professions will inevitably have more daunting induction periods than others, it’s still never easy to get settled right away. There’s much to learn and to be discussed. Sometimes, both the employer and employee can realise that the appointment was ill-advised from the start.
However, sometimes the pressures here are unnecessary. If businesses spend more time helping new starters to settle into their positions, many of these problems can be suitably avoided.
Read on for some tips on how you can help all of your new starters to assimilate faster.
Begin with a Tour
It’s important for new starters to feel comfortable in their environment as soon as possible. Showing them the ropes, so to speak, should be the first item on your welcoming agenda.
If your new starter has only briefly visited your work premises for an interview, it’s highly unlikely they don’t know the lay of the land just yet. Give them a friendly tour around the office. Show them all the facilities, and be sure to introduce them to new staff members too.
Try to give your workers plenty of notice that you’ll be showing the new person around and making introductions. That way, they can ready themselves to engage with them more fully, rather than offering a quick greeting in a rush.
If the job is remote, you can still do some of this. For instance, you could screen share on platforms such as Zooms as you show the new starter where all their relevant files are. For introductions, simply add other colleagues to the call throughout the day and allow pleasantries to be exchanged that way.
Create a Nice Workspace
The new starter may feel uncomfortable if they’re commencing work in an untidy environment. If you’ve failed to supply them with the things they need, then they may also interpret that as their shortcoming, not yours.
Make sure all desks are wiped down and free of any debris. After that, you can lay out some stationery, file holders, paper trays, and anything else they might need for a job well done. If you’re unsure about what they could need, look around their colleague’s desks for some visual reminders.
Think about what message a nice workspace sends as well. You can communicate your respect here, as well as your willingness to help them thrive in their roles. It’s a subtle way to show that you care and that you’ve made an effort to make sure they settle comfortably and without issue.
The new starter could have their own standards they want to be met too. After all, home workers have taken measures to keep their work areas organised efficiently. If you expect them to make a positive first impression, it’s only fair that you do the same.
Focus on Mentoring and Coaching
More experienced workers may become complacent in their roles. If you can busy them with helping the new starters, then you can nurture more robust working relationships.
Take a look at an ILM 5 coaching course from the BCF Group for more ideas on bringing things together. These services will enable you and your colleagues to build on your mentoring and coaching skills, plan your sessions, and evaluate your own performances as leaders. Implementing these measures, you can then create a stronger culture of learning in your business.
Make the new starter aware of this approach early on. That way, they can arrive on their first day with a learner’s mentality and be confident that they’ll receive adequate support. Moreover, that confidence could facilitate greater enthusiasm, helping the new start to hit the ground running on their first day.
Your existing managers may also appreciate this approach. They’ll have useful guidelines and strategies from an ILM Level 5 Coaching Course, helping their confidence grow. After that, new starters will surely receive a better quality of support.
Listen to Their Requests
The best new starters often bring their ideas to the table. If they’re hesitant to do so, you should encourage them to speak freely.
For example, keep in mind that staff can now request flexible working from their very first day on the job. Depending on the type of employer you are, you may have concerns about this. However, if you allow your new starter to choose when and where they work, they may be able to optimise their performance under their own set conditions.
Showcase a willingness to be flexible. Appreciate that though your new starters need to make an effort, they’ll assimilate much easier if you’re willing to compromise in places and meet them halfway. So long as they produce results and become an active part of the team, that’s all that should principally matter in the end.
Let the new starter know that their well-being is important. Make yourself available for any questions they have. If you can create room in your schedule for one-on-one consultations to vent their concerns, try to do so.
Waste No Time
Some businesses induct their new starters slowly to minimise stress. However, busying them right away might help to facilitate introductions to your business a little better.
Of course, you shouldn’t bombard them with all the responsibilities of their colleagues right away. Simply try to make sure that the new starter isn’t sitting around twiddling their thumbs for extensive periods. Give them training courses to go through and some job-related tasks they can start sinking their teeth into.
Mention how the momentum of their workload will gradually build also. You can mention the timeframe you have in mind for this if you have one. That way, they could be more compelled to engross themselves in their work and take full advantage of every learning curve thrown their way. Help them arrive with a bang rather than a small pop, and they’ll carry that energy forward into their time with your business.
Set reasonable expectations of them, and expect a few mistakes to be made. Support them through those moments with kindness and build their confidence.