TOOLS FOR QUICK SUCCESSES

This week we continue our series discussing "onboarding"  - assimilating new employees for increased effectiveness. Many workers encounter delays and frustrations in getting "the tools and training they need to start off running in their new job. By increasing the effectiveness of Orientation programs delays can be minimized and workers can begin producing days or weeks earlier than under traditional programs.

Change the managers and teams performance appraisal and reward systems to include time to productivity for new hires.

Prior to starting get the new hire their E-mail address, password, telephone #, ID card, corporate credit card, a departmental org chart/ telephone directory, etc.

Provide them a Glossary of acronyms, buzzwords and on-line FAQ's so they don't have to ask uncomfortable questions about these buzz words. 

Assign them a departmental "mentor" to assist them during the first month in getting answers they need.

Give them a copy of our mission/vision statement, our departments short term plan. and org chart prior to the first day.

Give them telephone directory (updated with their name in it if possible).

Do a survey of your past "new hires" and identify their problems, frustrations and things they would liked to have "More of/ Less of". Do the same at exit interviews to see if poor Orientation played a part.

Develop a "new hire" network of new hires and recent hires so a recent hire can act as a Big Brother/ Sister for a brand new hire.

Pre-assess the training needs of the candidate and schedule the required development before the candidate starts.

Pre-schedule a series of one on one meetings with the new hire to identify their frustrations and problems before they get out of hand.