Welcoming New Employees

In these days of high job turnover and the increasing preference for part-time work instead of full-time, managers are consistently faced with training new employees. Many department heads think that if only they could get reliable, career-oriented employees they could quit having to focus on so much job orientation and actually get some work done.

What is easily forgotten is the fact that maintaining employee motivation and morale starts from the very beginning. Day One at the office lays the groundwork for the future with a new hire. How you treat, orientate and guide your employee gives him or her a good idea of your management style – and thus what type of department or firm he has joined.

It is one of your responsibilities to systematically ease new employees into their job functions as effortlessly and expeditiously as possible. The easier you make that transition, the more your new hire will not only appreciate your efforts but look favorably upon the company. Loyalty and goodwill are attainable feelings that are fostered by a sincere attitude of caring, interest and involvement.

Start by preparing for your new person before he arrives. Remember how you felt your first day on the job? Get his office, equipment, supplies and paperwork ready so that he will feel immediately welcome. Have all information pertinent to his job responsibilities in written form for easy reference. Post key personnel names and telephone numbers, interoffice communications and other relevant data where most accessible.

Company history and hierarchy are good ways to let a new employee know the corporate structure; also, the names and numbers of outside contacts or clients that will be needed most often.

Take the time to go over duties, even if briefly, and answer any questions. Make sure he receives the company personnel manual and other collateral material. Also, outline specific procedures or policy your department adheres to.

A tour through each department is good for understanding the overall direction and emphasis of the company. Along the way, you can introduce associates and their relationship to the new employee. Make a point to mention him in your firm’s newsletter or post information about his arrival on the company bulletin board. Do what you can to make other employees aware of the new hire so that they will make him feel welcome.

Go over company policy, such as sick leave, vacation time, pay days, time off, etc. There will undoubtedly be further questions within the first few days on the job, so make sure you are available for personal conferences or questions.

Make every effort to help your new employee feel comfortable and part of the team, whether it’s by taking him to lunch the first day or checking with him periodically throughout the first few weeks. Your sincerity will be felt and genuine interest always brings out the best in people.