Everyone has to start somewhere. For most professionals –– including many incredibly capable and talented individuals –– this means taking an entry-level job at a corporation. Regardless of your experience level though, entering a new work environment is always a challenge. That’s why it’s key for professionals in leadership positions to effectively manage new employees. This includes the onboarding process, yes, but also their integration into the team. To that end, today we’ll share four vital tips that will help you connect with new team members and set them up for success:
Provide Adequate Support
Most companies have some form of an employee initiation program. These training courses are usually designed to explain the basics of a position. However, they may not cover all of the “nuts and bolts” associated with doing a job every day. As such, managers should be willing to support new employees by showing them the ropes and offering them additional resources as needed. Investing in the right custom elearning class could give your new team member the knowledge they need to hit the ground running!
It’s virtually impossible for a new employee to understand everything they need to know about their job after just a few days. Unfortunately, many professionals feel uncomfortable asking others for clarification or assistance. Managers can address this early on by encouraging their new employees to ask questions. This way, you’ll be able to direct them if they become confused or need a refresher.
Build a Strong Culture
They say it takes a village to raise a child. Well, in the same way, it requires a whole office to train a new employee. Managers may not have all of the skills or information that a new team member requires. So it’s crucial that other professionals step up and take initiative when necessary. A strong company culture that welcomes new coworkers will help new hires feel comfortable and prepared to take on a wide variety of projects.
In addition to managing their own office workload, it’s unreasonable for a boss to carry out a new employee’s tasks as well. At a certain point, then, managers must delegate meaningful assignments to new employees. No, this doesn’t mean you have to throw new employees “into the deep end” so to speak. But you shouldn’t hesitate to let them handle problems they’re qualified to solve. Remember, new employees are meant to improve overall productivity, not drag it down. After training, let go of the reins and give your new hire a chance to shine. Odds are, they won’t let you down!