It’s very easy to assume any staff member you choose to hire will be able to acclimate to your processes soon, and begin delivering their full-scale value to your firm in a matter of weeks. But that’s not always the case. Sure, your interviewing and recruitment process has been designed to weed out the best people for the role. But that doesn’t mean your company doesn’t have certain quirks, or that the process won’t take time to learn.
Even small issues like setting them up with a printer ID so they can easily manage paperwork is something you have to account for. Moreover, onboarding staff is more than just checking boxes, it’s about ingratiating them into the culture of your firm, helping them understand their place in it, and of course, ensuring all the social conventions (like meeting everyone in the office), are properly handled and given room to breathe.
In this post, we’ll discuss how to onboard staff well with that focus in mind:
Organizational Structure
The organizational structure of your firm may seem second nature to you (you were the one who developed it, after all), but to a newcomer it may be overwhelming. This is especially true when trying to learn the staff in every department, be that HR, marketing, the IT team, and perhaps even front-of-house staff depending on what kind of business you’re running. For this reason, it’s always smart to give them a tree diagram of all the staff members, their names, and even a picture of each of them if possible. This way, they can feel a little more understanding of who everyone is, and they won’t have to repeatedly ask people for their names.
Task Management Systems
Task management systems are designed to make life much easier – especially within technical fields. Gas engineer software is designed to be smart, dependable, and have every provision an engineer could need, but your variant may differ slightly from those used in a successful applicant’s previous role. That’s why it’s good to give them a once-over, give them the training documentation, and allow them to ask any questions they may have to become familiar with it.
Communications Policies
It’s important to make sure you make your communications policies clear. From the conduct within the business to how they might use social media outside of it. On top of that, if they work in the comms department, then odds are you’ll need to go over the stringent policy used to respond to emails and make sure your brand voice is maintained. Affability, professionalism and care can help your brand retain its partnerships and respond to the public with confidence. This might take a little time for new personnel to get used to, so make sure you give it your all and plan for the best outcome going forward, even structuring training sessions to make sure this is adopted properly.
With this advice, you’re certain to onboard staff well, and avoid taking that effort for granted.
