To a new employee, those first few weeks or months on the job are like stumbling around a foreign land.  Everything is new—the environment, the people, and maybe even the language.  As managers and HR professionals, we sometimes forget that “I’m lost” feeling that comes with starting a new job.  Helping the new employee over this hurdle is critical to ensuring employee retention and satisfaction, and also to ensuring familiarity and competence with job duties.

Here are some tips to help your newest team member with a smooth on-boarding transition:

●       Be realistic. Your new employee is just that—new!  Acclimating to the job and to the company’s culture will take time, so don’t expect Superman or Wonder Woman on the first day.  Arm your new hire with the tools to get the job done, such as a detailed list of job duties and responsibilities.  Then, conduct a tour of the company and introduce key coworkers.  You might even provide a list of these coworkers, their job titles, and their responsibilities, so your new hire will know whom to contact for what.  If your company uses a special list of terms or acronyms, make sure to provide a translation guide.  Practical information is key to combating that uncomfortable “I’m lost” feeling.

●       Explain your expectations. Now that you’ve developed realistic expectations of your employee’s abilities, clearly convey them.  For starters, the employee handbook is a great tool to explain workplace rules, such as the dress code and absence policy, but this should be supplemented by your careful supervision.  Quickly address potentially counterproductive behaviors, including inappropriate dress, excessive talking, and long or unscheduled breaks.

●       Give clear instructions. To give your new hire an edge, provide precise instructions for job duties and projects, using The Five Ws. Explain what is to be accomplished, how it can be achieved, when it is due, who can help—and most important, the often overlooked why it is necessary.  Providing the why will help the employee understand the process behind the task and how it fits into the organization’s function.  It will also help build a procedural memory to make the task easier next time.

●       Supervise gently but firmly. A new employee will need to be managed more than an old pro, but be careful of micromanaging.  Initially, observe the employee’s behaviors to determine the amount of supervision that will work best.  Schedule regular meetings to meet with your new hire in a two-way feedback session.  Tell your employee what’s going well and what could be improved, and listen for feedback and answer any questions.  An open-door policy will help your newest team member feel grounded and valued.  As time goes on, your new employee will settle in and need less and less supervision.

Before long, instead of feeling like a foreigner in your company, your new employee will feel like a naturalized citizen!

To ensure a smooth and efficient talent search and on-boarding process, YES! Your Human Resources Solution can help.  If turnover is high and new employees are struggling to learn the ropes, our HR consulting firm will work with management to review your sourcing and selection practices, and to design a specialized approach unique to your business.  Our diverse and innovative sources will expand your applicant pool and work to reduce turnover.  Is your business ready to say YES? Visit our website for more information and to schedule a free consultation.