Are you looking forward to finally finding that rare gem to fill a vacant position within your company, after spending a lot of time and money? Not so fast: your job is far from over. To make sure that this new employee will not let you down after a few months, it is essential to prepare well for his integration. Here is how to do it.
Welcome
Too many new employees are left to fend for themselves when they take on the job. Do you want them to quickly develop a sense of belonging to your company and that their productivity quickly meet your expectations? It all starts with a warm welcome. The new employee must be greeted by his immediate supervisor and a smile is not optional. Take the time to introduce him to the different members of the team, explaining to him how he will work with them. Prepare documents for him containing all the necessary information about the company and its functions. Make sure his workstation is ready and that he has all the necessary equipment. Also explain to him what tasks await him for his first day and first week. It is important to inform him of the policies and codes of conduct that prevail within the company and to explain to him what is expected of him in terms of performance.
Training
Are you lucky enough to be on good terms with the departing employee and he agrees to train the one who will take his place before leaving his post? What luck! But it’s not always that easy. To ensure that the new employee will be efficient quickly and that he will not feel too lost during his first days in your company, you can pair him with another employee who has a good knowledge of the tasks required for this position. and who will play the role of mentor. You can also schedule meetings with the most important members of the team to help the new hire better understand the tasks they will have to perform.
The assessment
Most companies set a probation period of three or six months during which executives will determine if the employee has what it takes to fill the position permanently. In order to make a meaningful assessment, take notes whenever you notice something positive or negative. However, do not wait until the probationary period is over to point out to him what his strengths and weaknesses are. When a change is necessary, it is important to talk to them as soon as possible. At the end of probation, you can also ask the employee to do a self-assessment that you can compare with yours. Here are some points to observe: time management, organizational skills, stress management, the desire to learn, autonomy, the ability to work in a team, ease of communication, self-confidence, satisfaction with the tasks to be accomplished, punctuality, dedication, leadership, etc. You can then schedule a meeting to discuss the employee's strengths and weaknesses together. Start by highlighting your accomplishments and then move on to areas for improvement. Don't disparage the employee. Together, set goals that will need to be achieved over the next few months. It is important that he feels that his work is appreciated and that his boss has confidence in his ability to improve.
Feedback
Many employers don't mind this step, but it's important to take the time to ask the new employee how they're feeling after a day and after a few days so you know if there is anything you can do to make them feel better. comfortable or to help increase its productivity. Take the time to answer his questions and listen to him. This will allow you to sort things out at the source before they turn into problems.
The cost of high turnover is often underestimated by managers. However, you only need to take these few actions to avoid, a few months later, losing an employee whom you have had so much trouble finding and training. Worth thinking about!
