What Can I do to Help a New Hire Succeed in the Job From the First Day?

You need to plan that first day and monitor progress beyond it. Leaving new hires to learn on their own what they need in order to do their work is unfair to the new hires. If you don’t have a new employee orientation program, start one. If your company has one, think about how you might improve it. (Too many orientation programs are run by the Human Resources Department, which may support new hires’ information needs about pay and benefit programs but do not give the newcomers insight into their work responsibilities, their role within the team, and their new manager.)

Here are some ideas to get you started:

  • Be prepared for the new employee’s first day.
  • Complete any necessary forms.
  • Review policies and procedures.
  • Communicate the company mission statement.
  • Outline expectations.
  • Take a tour.
  • Assign a buddy.
  • Keep the positive momentum going.

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Be prepared for the new employee’s first day. Don’t just see that he or she has office supplies or necessary materials or equipment to do the work. Schedule free time to spend with the new employee.

Complete any necessary forms. Doing this together will make this part of the orientation go faster.

Review policies and procedures. You don’t want the newcomer to experience information overload, but this is important information that the new hire needs in order to avoid rule infractions and to fit in with the group.

Communicate the company mission statement. Don’t just read or give the new hire a copy of the written vision or mission statement. Explain what it means not only to the organization but to your department and, more important, to the work that the new employee will be doing. Let the new employee know how his role fits into and supports the company’s strategic plan.

Outline expectations. Explain to the new hire what he or she will be doing and what your expectations are. Rather than talk about your expectations over the next year, break the timeframe into manageable units—first, a few days, then a few weeks, then months, and so forth. Establish periodic reviews to track progress, and stick to these. Prevent performance problems from developing by being alert to any training needs or confusions about the work to be done.

Take a tour. Show the new employee around. Introduce him or her to coworkers. Point out where he or she will be working and to whom to go for help. Use the tour as an opportunity not only to make the new hire feel at home but also compliment and build up other employees by pointing out their accomplishments. For instance, consider this simple introduction: "Anna, this is Shari, our newest hire. Shari, if you need any help with our software programs, Anna is the person to ask. She knows everything there is to know about the software we use."

Assign a buddy. Select one of your staff members to lend a hand when the employee needs it. Be sure that the buddy is agreeable to taking on the task and has the know-how about the job and the right attitude about the work and company to set the newcomer on the right path.

Keep the positive momentum going. Don’t limit your orientation program to the newcomer’s first day. Praise, encouragement, ongoing training, two-way communication, and feedback will help to keep the new hire committed.