New Employees in Business:- You FINALLY found the rare pearl that will now occupy the position that your company offered and for which you have seen hundreds of resumes and received a dozen people. Of course, as you are aware of the image of your company and concerned by the concept of employer brand, you took care to answer all those unfortunate people who were not selected. Today is the – day: your new talent takes his job and you intend to welcome him at best.
Impact of New Employees In Business
The Influx of Information from the First days
The environment, administrative issues, colleagues, working methods, software … You know that your protege will be overwhelmed with information and will wonder, disappointed and sometimes discouraged, in what situation it is put. He will feel like all newcomers feel when they land in a place that is unfamiliar to them: “a very uncomfortable blue”. We all know this unpleasant feeling of being a beast of the fair – beware, nothing derogatory, just human curiosity. We have all been at least once in our life watched, gauged and totally lost in an environment until then unknown, with finally an immense feeling of loneliness.
You also know that his doubts of the first days will evaporate without delay and that he will soon be as comfortable and integrated as your other collaborators. However, it takes a while. That you will leave him, moreover, because you are a good manager … You can require of your new talent that it has a capacity of adaptation out of the common run and a strong propensity to assimilate everything very quickly. Even the best rookie would be stressed from the first minutes! Because let’s not forget that first impressions are the most important and most deeply rooted in us. They are decisive for the future.
For all these reasons, you have taken the time to anticipate the arrival of this last one.
A New Employee must feel Expected
First thing: you have time to spend on this day J. You made sure to be present and available when it arrives. Nothing worse than a ghost to welcome a newcomer! A colleague or secretary making the company’s official presentations (locals, staff, etc.) in your place would hardly be better perceived. This would show a certain disdain vis-à-vis a person who, motivated and voluntary, just put all his professional trust in your company.
Your collaborators, future colleagues of your talent have been warned of his arrival as well as his identity. The noise of the corridor and the discussions in an aside are never very pleasant when one is the subject. If there is no substitute for face-to-face presentations, there is nothing to prevent informing and anticipating so that everyone is comfortable when the time comes.
Materially, you have also taken the lead: his workstation is functional and ready to welcome him, his new phone line is operational, his eventual badge is waiting for him, his contract is written – as expected, stick to what has been defined together, because there is nothing worse than a bad surprise from the start – and ready to be re-read and signed, it’s possible company car is parked in the car park company, etc.
Your talent must feel expected and not as additional stress that you would have gone well!
A Professional Honeymoon
One could compare the early days of an employee in his new business as a kind of honeymoon. Each one showing itself in the best light and in the best of its human capacities. This does not last forever and your investment can not be positioned on the short or even very short term, then it is necessary to show a minimum of listening, empathy, leadership.
Once your new employee is physically in his position, all you have to do is make him want to stay and show all he can for the good of your team, your projects and your business. You will need, in the early days, be available and distill the right objectives while being a little more flexible and understanding about possible missteps. Your young recruit starts in your business, be tolerant and do not put it off, he may fail you before the end of his probationary period. No need to protect him too much, he must be able to walk alone and ask his colleagues for help. This is how it will create its place and network within your entity.
Do not let him go in the dark! A regular and constructive feedback will enable all parties to move forward confidently and efficiently. This will allow your new talent to better understand the personality of your entity – as well as yours – and he will see his performance enhanced by a sense of confidence about his accomplishments and behaviors. In the case of a less positive return, this will allow him to quickly adjust his actions to find the axis of competence and efficiency that has been fixed.
The job itself and the salary received each month do not, on their own, mean that an employee will remain. Unless you want a moderately motivated and active presence on your team! As for your other collaborators, you will have to be a good manager.