- Harness the Energy of Your New Hires
call comes in with an offer for your dream job. It is
the call you have been waiting for. You want to scream
in delight – but you keep your excitement in check.
You accept the job and hang up the telephone. Then you
let loose with a fist pumping shriek. Your spouse runs
in from the other room to see what happened. When you
say that you got the job, the two of you dance around
the kitchen floor like you just won the Super Bowl.
Suddenly you feel like taking a trip to Disney World.
a new job ranks as one of the most stressful events
that a person can experience. Yet, most people feel
that it is a new beginning for them and a way to show
what they can do. The challenge for the hiring company
is to channel that enthusiasm for the long-term benefit
of the employee and the organization.
are a few questions to ask to do a self analysis of
your orientation process for new employees.
your current employees tainting the on-boarding process?
The first step of the challenge is to determine
what your employees are really saying about your company.
The best designed and motivating employee orientation
program has little value when the new employee’s
co-workers speak negatively about the company.
is the status of the cliques in your company?
In every organization, groups and cliques are formed.
How welcoming are they to new employees in the group.
Do you promote a culture that is open to new employees
and new ideas or do you allow one that is closed and
you oversell the job? Many people start a job
expecting it to be a professional challenge only to
find it to be boring and routine. When interviewing,
be sure to give the employee a realistic expectation
of the job duties and responsibilities. There is nothing
worse for a new employee than to have high expectations
shattered within the first few days or weeks on the
you make implied promises that you may not be able to
keep? Statements such as, “There is unlimited
opportunity for advancement,” may make someone
think they will be promoted in a short period of time.
There are few guarantees in life and there are definitely
no guarantees in the business world.
effective is the initial on-the-job training?
Effective new employee training includes some formal
training that is supplemented with an experienced mentor.
It does not matter whether the employee is an entry
level individual or an experienced executive. Both have
to know the basics of the job and then have someone
they can turn to for questions and support. Throwing
someone to the wolves or having them sit and read policies
for a day is no way to indoctrinate the new employee
to the culture of the company.
initial and most lasting impression on the individual
is the first impression – make it the best impression