Getting a new job is said to be one of the most stressful things a person can do. Even though there is great excitement and prowess that is associated with receiving an offer, it brings about numerous changes all at once, which can be stress inducing. Companies have the opportunity to reassure new employees they are on their sides and give them a comforting and exhilarating welcome upon arrival. Don’t be a company that doesn’t do this, or you will give your employees bad tastes in their mouths; this is not a great way to start off your relationship with them. That cannot be good for business! Offer them these things on day one, and you will be well on your way to a thriving employee-employer relationship.
1) Give a Hearty Introduction
When you walk into someone’s home, what is the first thing you hope to encounter? A warm welcome! When employees walk into their new place of business for the first time, that is the first thing they should encounter, as well.
After the employees receive a nice welcome, they should be directed to their new seats and desks to unload whatever they carried in with them, such as coats, bags, purses, etc. After this, lead them to a room where you can introduce them to all the other new employees or direct managers they will be working with.
Remember, this is where they are going to spend most of their lives for the next however many years they are with the company. Make sure to congratulate them on achieving the goal of getting a job offer. Tell them how many other applicants they overcame; make them feel special and important.
2) Share the Vision
After employees have been introduced to their colleagues, show them the vision of the CEO for a moment. What does the CEO see? The CEO sees the big picture and all the interwoven moving parts of the company. Have the CEO come in to meet them, showing the employees they are important enough for him or her to visit. Have the CEO give a short introduction to the company, reviewing the mission and vision for the company, past major milestones, current major projects, and where the company is headed.
3) Provide a Lay of the Land
Who do these people report to and for what? Where do they go for help? Who do they manage? How are they to check in with their teammates and when? Who is in human resources that are at their disposal? Does the company support continuing education? Can you work remotely at all? These are all questions you should answer during this time. Well acquaint them with the company culture and organizational structure as best you can with words.
4) Walk Through the Employee Handbook
The previous step perfectly sets you up to lead these employees to their new handbooks. Don’t read every single section out loud. Leave this up to them, but hit all the major points, such as normal hours, lunch breaks, vacation and sick time, appropriate work attire, and any other appropriate topics you see fit.
Keeping your employees potential questions and concerns in mind will help you flesh out this orientation. Don’t be afraid to ask for feedback from trusted counsel or pick and choose from other companies advice on how to properly get new employees situated. There is nothing wrong with spending quality time in creating this process for employees so that they can get a jump start right out of the gate, starting day one!