Whether you want to believe it or not, your new-hire training sets the tone for 1.) how your new employees will work, and 2.) what they believe about your organization. Do it well, and you’re setting your employees up to succeed and excel in their roles. Do it poorly and… well, the outlook isn’t so great there.
Here are four bad impressions you don’t want to leave with your new hires.
1. We live in chaos
A disorganized onboarding process can leave a bad taste in your new hire’s mouth. Whether it’s training sessions being moved around or a new hire sitting in a room for an hour because no one is ready for them, you are basically sending the message from the get-go that we can’t do something as simple as tell a person how we operate and why. This will set the wrong tone for your new hire for the rest of their time as an employee of your organization.
How to fix it:
If you don’t have a detailed plan in place for how to effectively onboard on new hires, start one. Creating an onboarding program will begin to bring structure to your currently organic “process.”
Also, make sure your new hire has a schedule of what they’ll be going through during the onboarding. That’s just the polite thing to do.
Finally, if there are any parts of your onboarding that require in-person training, make sure the time is scheduled on the trainers’ calendars so that there is no confusion about what they are doing and when.
2. We are boring
If your new hire’s first week involves sitting through a week of meetings, reading training documents, and nothing else, you should be thankful if they are still awake and engaged by Wednesday. Training will be mundane if you allow it to be, and, if your whole training is that way, your new hire is just going to think that’s the norm.
How to fix it:
Mix in some fun that shows your true company culture in the best light possible.
Some easy ideas are team lunches, group outings, or time set aside for your new hire to pick out some fun decorations for the office.
One of the things we do here at Lessonly is have everyone find a poster that they love and want in their work area; then we buy it for them.
3. We tell you how it works around here… except, not really
If you’re hiring the right kind of people, they will be able to see through any facades you throw at them. So, when you say you are a certain way, be that way. You’ll immediately lose the respect and trust of your new employee if what they are hearing in the training sessions is different than what they are seeing while working in their roles.
How to fix this:
Have a couple of your existing employees who have been with your organization for a few years review your onboarding program every six months.
Encourage them to call out any and all inconsistencies between what the training says and how reality works.
When you find those areas, either work to fix the training materials to line up with the reality of your organization, or work to change the reality of your organization to line up with the training materials.
4. We don’t really want you to succeed at your job
There are a lot of different things that an employee will need to know in order to be successful at their jobs. You may not need to teach them every little detail. But if you miss out on the big core competencies of doing a job successfully, your new hires will likely be set up for failure.
How to fix this:
Talk to your current employees about what you’re including in your training programs, and see if you’re missing anything big. They should be able to spot it right away. When they do, be sure to go back and add it to your new hire program.
What are your thoughts? Have you found other ways to cure these impressions? Let us know in the comments below.
Image source: Giphy