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Bringing a new team member into a small business with less than ten or even five employees can be an exciting time. Not only is the family growing, but you’ll be armed with all of the potential productive, creative and technical know-how you hired them for.
However, small businesses rarely have an intensive recruitment department, and they may not even have dedicated HR outside of the owner of the business fulfilling those roles and managing compliance tasks when necessary.
So, how should you, as the recruitment individual responsible for the effort, hire someone into your team? In this post, we’ll discuss how to better onboard someone into a small team, including some of the ways to introduce them, and some of the fundamental lessons to teach them so they can feel more comfortable with you.
Without further ado, please consider:
Communicate Expectations
It’s very important and enlightening to express your expectations in detail to the new employee This involves detailing the role’s tasks and obligations as well as any particular rules or guidelines the new employee must adhere to. It’s crucial to go through the company’s mission and values, as well as how the new employee’s position fits into them. For instance, you might showcase the software you use, help them understand the payment scales and how they work, determine diversity and inclusion training if you feel that’s necessary for a smaller firm, and to showcase how to better report issues or operate certain tech equipment they might not have used before.
Training Is Still Essential
It’s important to provide new employees with thorough training when they first start working for you to make sure they have the skills and information necessary to do their jobs well. Both on-the-job training and more formal training activities, such seminars or classes, might fall under this category. Additionally, it’s good to guarantee that new hires have access to all the materials and equipment, including software, that they require to do their jobs, including access to any documentation they might need. Remember security training too, for instance how to spot a phishing email, discussing the VPN software your company uses, and how remote work is rendered seamlessly and securely in the best possible light.
It’s Good To Assign A Mentor
This is an important step in the onboarding process. As a new employee adjusts to their new position, a mentor can offer direction, counsel, and support in the best way – and also provide some reassurance if they’re confused with anything. A mentor can also aid in bridging the communication gap between the new employee and the business culture. This can be a terrific method to help the new worker fit in with the group and create a sense of belonging.
They can also field all of the “stupid” questions that new hires should be able to ask without a sense of embarrassment, it’s good to get these out of the way now so that everyone remains on the same page in the best possible sense.
Assess Progress
It’s very important to evaluate the new hire’s progress after onboarding and give them feedback. This may entail performing performance reviews and offering helpful criticism on the employee’s potential areas of improvement. In order to address any concerns that may develop and make sure the employee is on track to meet the expectations put forth during the onboarding process, it can also be good to check in with the employee on a frequent basis – even just for a morning talk to see how they’re getting on.
This way you can also iron out any issues that might have taken place within the team, or if they’re struggling to adapt to the job in any way at all. Remember that staff aren’t perfect products picked off the shelf, but humans that may need a little more support and care to get comfortable in a role. Sure, you’re paying them, but like with anything a little nurturing can help good turn into great. They’ll sure remember it.
Keep Your Door Open
The last thing to discuss is that of keeping your door open. As an owner or manager it’s important to be a consistent presence. This way, you can keep a good eye on what’s happening even in a small firm, and always ensure lines of communication are open.
With this advice, you’re sure to onboard new staff into a modest small business, growing your humble team into the best and most productive force necessary.
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