Don't Take New Hires For Granted
By Bill Lee
good people is only half the battle. The other half is keeping them,
especially in a relatively strong economy where quality people are
difficult to attract.
face it. It has never been tougher to find quality people. While
national unemployment figures are mixed over the past year, there are
many markets that are still classified as tight labor markets. In
these markets, especially, this means that just about anyone who wants
to work is already working, so to find quality people, managers must
put on their selling shoes and persuade candidates that the grass is
greener on the other side of the fence.
I interview a newly hired employee, it’s sometimes like listening to
a bride who recently returned from her honeymoon. What happened to all
of the bouquets of flowers, the love notes and impromptu candlelight
dinners that were so much a part of the dating process that convinced
her that she was marrying such a thoughtful man? Much of the romance
seemed to slowly disappear soon after newlyweds settle into the
routine of marriage.
same scenario often occurs when owners or managers bring in a sharp
new employee that they have been romancing for several months trying
to persuade him or her to leave their current job and join a new
completing a warm and professional hiring process with management, the
new employee’s first day on the job can be a real shock. More times
than not, the new hires report for work only to be greeted by a sea of
quizzical looks from veteran workers who had no idea that they were
scheduled to arrive.
in a new employee to your company carries a lot of responsibility. How
the orientation process is handled is critical. New employees’
initial impressions can make a big difference in both attitude and
performance over the long term. If
managers will discipline themselves to follow a few well-thought-out
procedures, they can create an environment that will increase the
comfort level of both new employees and their existing staff.
Well in advance of the new employee’s first day on the job, send a
packet of information on your company. Included in this packet might
be the following:
Your insurance booklet.
A write-up on the company’s profit-sharing plan.
An organizational chart with the incumbent’s name
inserted in each block.
Your company newsletter.
Your company brochure.
Your company policy manual.
Some samples of your advertising material and anything
else you believe will familiarize the new hire with the company.
Advise new employees’ co-workers of their arrival date, but be
careful not to oversell the new employees’ credentials. Existing
employees are naturally a bit insecure anytime someone new comes on
board, so over-selling can cause the new hire to sometimes be
perceived as a bit of a threat.
See that new employees’ workstations are prepared for their arrival.
There’s nothing more frustrating than to arrive on that first day on
a new job and find that you have no desk, no place to sit, no computer
and no materials to work with.
Hand new employees an activity schedule that you have planned for
their first couple of weeks on the job. This will keep them from
suffering from that “lost feeling.”
At least for the first week on the job, assign a different co-worker
to take your new hires to lunch each day and include the co-workers
name and job title on the activity schedule.
Assign each new employee a mentor who has been around long enough to
know the ropes. Be sure to select the mentor carefully. Choose mentors
who are respected by their co-workers and who will unselfishly help
the new employee’s orientation period become as pleasant as
If the new employee has been hired from outside the area, be sure to
arrange for his or her spouse to receive a warm welcome to the
community. Assign an appropriate person to show the spouse around and
answer questions about the community, neighborhoods, schools, etc.
first few days on the job can either be a great beginning or a
nightmare for new employees. It’s
management’s job make sure that new hires’ initial impressions of
the company give them every reason to believe that they made the right
decision when they chose your organization.
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