The first day on the job for a new employee can be daunting. Simple tasks can be overwhelming and they can make common mistakes in front of their more experienced coworkers which can sink their morale. Of course, on the interview phase, they show a lot of promise, loyalty, and budding talent, but that should not stop there. Investing time into the first day of a new employee should keep that momentum going. New hires should have that feeling of being passionate with their job and with the company.
Managers have to supervise this new recruit to make their first day a success, make them feel that they are part of the team. These simple steps will make a new employee an efficient member of the company.
It is very important to introduce new hires to everyone in the team. It seems simple, but it is essential. It establishes identity. Giving time to introduce them around and be acquainted with the rest of the team. Do not simply introduce the new hire by their name or what tasks are they appointed with. Provide background of what the tasks they are assigned to and their sets of skills.
“Everyone, I’d like to meet Jen. She’s our new content writer and proofreader. She does an amazing job at writing content and she’ll be a huge help for promoting our website. If there’s any content you want checked, just let her know what you need.”
In this way, introductions also include an acknowledgment of the new employee’s strengths and responsibilities in the team which will make the new employee feel involved.
2. Welcoming Team
Integrating new hires to the team does not stop at introductions. It is always a good idea to let the team adjust to the new employee. Be prepared not to make them feel overwhelmed on the first day; managers should see to it that the team will also orient and coach their new member. See to it that new hires are closely monitored in any case they need more assistance.
3. Set Up the Training Program
It would be disheartening for the new employee if managers would just simply toss the list of video tutorials and manuals for them to read, give them their username and password in the company’s software, and simply say “Just get familiar with it. It’s easy enough to understand.” It would seem like new hires are being left on their own and it will leave doubts to whether or not this type of company appreciates their presence and potential.
Conducting training programs to orient them of what their responsibilities are, get them acquainted with upcoming projects, and how their skills can contribute to the organization’s success. This makes new hires feeling that they are valued and confident that they found the right job that suits them.
4. Establish Short-Term Goals
Some new employees may become too eager to contribute to big projects immediately. However, it would be best if new hires have short-term goals to work on. Setting some short-term goals with new hires during the first day will make them feel more connected with the company’s own larger goals. Small success can help them build their confidence and earn the respect of their coworkers.
5. Provide a Mentor
Usually new employees are not yet familiar with the details of their tasks or how it should be done. They will have inquiries during their first few days or weeks in the job. Managers will not be there all the time to entertain questions since they also have tasks to finish. Providing a mentor can make them feel more comfortable when they have questions. Instead of wondering who to approach, they have one person who they know will help them. It can help them ease the tension and be more productive at work.
6. Share Company History
As the first day draws to a close, helping new employees understand the company culture they are now immersed in. Open up the company’s history so they can understand more of the organization they are now a part of. This is a boost in morale and can help in making new hires work more efficiently with their team members.
By the end of the day, encourage the new employee to talk about what they have noticed about their new responsibilities. By simply asking “So how was your first day?” can mean that the management cares what new hires think about their new working environment. It can provide insight to what new employees feel and how did their team members behaved towards them. Requesting feedbacks can also help managers provide suggestions to improve performance for the next day.