12 Employee Onboarding Best Practices Every Business Owner Needs To Know by Rob Wormley in Articles Mar. 10, 2015 13,711 views 13 comments Join 67,931 other small business owners who already get it. Get what? Get tons of great content delivered right to your inbox. ALL FOR FREE! Here’s what you get: Actionable tips to help you grow your business right now High quality resources that guide you through tough business decisions The secrets that the elites don’t want you to know about building a successful business SO, DO YOU WANT IN? HELL YES! Everything is free. Unsubscribe at anytime.
11
Embed
12 Employee Onboarding Best Practices Every Business Owner Needs to Know _ When I Work
12 practices for successful on boarding of employees
Welcome message from author
This document is posted to help you gain knowledge. Please leave a comment to let me know what you think about it! Share it to your friends and learn new things together.
Transcript
12 Employee Onboarding Best Practices EveryBusiness Owner Needs To Know
by Rob Wormley
in Articles
Mar. 10, 2015 13,711 views 13 comments
Join 67,931 other small business ownerswho already get it.
Get what? Get tons of great content delivered right to yourinbox. ALL FOR FREE!
Here’s what you get:
Actionable tips to help you grow your business right nowHigh quality resources that guide you through tough business decisionsThe secrets that the elites don’t want you to know about building a successfulbusiness
times as needed to discuss important work processes. For example,
new staff members need to know email protocol, communication
expectations, and internal decision-making processes. This is also a
great time to set short term and long term goals. If the new hire will
take on a supervisory role, they should also meet with their direct
reports to begin to build rapport.
The First 30–90 Days
Invest in training. Though the productivity losses can be frustrating,
a new hire’s first 30-90 days on the job should be looked at as an
initial training period. Train your new employee on everything from
the ins and outs of your product line to your brand’s positioning in the
market. Once this introductory period is up, you’ll have a much
stronger worker than one you threw immediately to the wolves.
Allow for job shadowing. One of the best ways to train your new hires
is to have them shadow other workers. But don’t just focus on those in
the employee’s department. Cross training your workers by having
them shadow employees in every department of your company will
give them a much better understanding of how your organization
works.
Build opportunities for feedback into the employee’s first couple ofmonths on the job. Make sure new hires know that they’re free to
share and encourage new ideas. They may not be comfortable doing
so the first day, but over time, their feedback and insights should be
Subscribe To Our Blog
Join 35,000 other people and get valuablebusiness tips delivered right to your inbox.
Your Name
Your Email
Subscribe
Crash Course to BetterScheduling
Scheduling your employees is an art form, and we wantto turn you into Picasso. So here's a 100% free 6-daycrash course to help get you started on yourscheduling masterpiece.
Rob, Great points and how great it would be if more companies and managersfollowed at least some of the steps you outlined in your practices. Over the years Iwas able to include many of them, but too often it was “we don’t have time to dothat”! I tried to make the case that better to make the time now, then having to takethe time to hire new employees.
Keep up the good fight!
Reply
Rob WormleyMarch 16, 2015 at 9:41 am
Fred – definitely agree! It’s so important to take the time. Thanks for the comment!
Rob, spot on. How we seem to forget how intimidating that first day and week is. Iwas shaking! Making our new team members feel at home and meeting the rest ofthe team may be the most important step towards a long relationship together.Great article.
Reply
Rob WormleyMarch 16, 2015 at 9:42 am
Hey Vic – thanks for the comment! I agree – it’s not just about hiring a newemployee, it’s about building a long-lasting relationship!
Reply
johnMarch 13, 2015 at 6:11 pm
Just bringing in a new high-level employee so the WIW email was perfect timing.Rob, thanks for the strategic tips — we’re incorporating them. Well done!
John – glad to hear the post found you at the right time. Good luck with your newhire!
Reply
SBDApril 7, 2015 at 8:38 pm
Unfortunately, a 90 day orientation period is not realistic within the constraints oforganizational probationary periods. Employees have to quickly demonstrate a fitfor the job within 6-8 weeks.
Reply
Charles JacksonMay 4, 2015 at 5:19 am
Wow!!! I was looking for something like this. Thank you so much for posting this. Ihave searched different business articles but this is really interesting and helpful. Itis sad to say that most of the companies failing to follow these tips. Only thosefollows will get the maximum out of their human resources. I would say thatemployee training is the most important task among these 12 points. Most of thecompanies hesitated to invest in employee training.
Reply
Agnes Stott-BriggsJune 30, 2015 at 10:24 pm
Great Tip. Most employers forget the human element of new joiners. Too structuredand intimidating. Your style considers the human side of it and it is spot on. Thank
Rob, Awesome article. I’ve heard a lot of people like Fred who face challenges inimplementing this due to time restraints. Have you had any experience in created anautomated workflow? I saw this article on that topic – http://bit.ly/1fZ2QRx