Your new hire just accepted your offer.
Now the real work begins.
Here's how to make that new hire productive as quickly as possible:
Now the real work begins.
Here's how to make that new hire productive as quickly as possible:
Reach out between acceptance and the start date
This is so often a missed opportunity.
Mention how excited you are for them to join the team and a couple of the upcoming priorities.
This is so often a missed opportunity.
Mention how excited you are for them to join the team and a couple of the upcoming priorities.
Welcome message to the team
Prepare the message you will send to the team welcoming this new hire.
Ask the new hire for a quick bio that you can share with them.
Nothing halts momentum like the new hire not feeling welcomed or valued.
Prepare the message you will send to the team welcoming this new hire.
Ask the new hire for a quick bio that you can share with them.
Nothing halts momentum like the new hire not feeling welcomed or valued.
Identify interests outside of work
Use the interview time to build a genuine connection.
A connection requires going beyond work and understanding their personal life and what they enjoy outside of work.
This will go a long way in helping you retain this new hire.
Use the interview time to build a genuine connection.
A connection requires going beyond work and understanding their personal life and what they enjoy outside of work.
This will go a long way in helping you retain this new hire.
Connect them with team members
There is still a lot of data out there about the importance of having friends at work.
Utilize the early part of their employment to connect them with colleagues.
Provide them with a couple introductions to see who they vibe with.
There is still a lot of data out there about the importance of having friends at work.
Utilize the early part of their employment to connect them with colleagues.
Provide them with a couple introductions to see who they vibe with.
Ensure IT is working
IT issues come up in half the onboarding conversations I have.
Make sure that you are connected with the IT contact to serve as an escalation tactic if things aren't working.
IT issues come up in half the onboarding conversations I have.
Make sure that you are connected with the IT contact to serve as an escalation tactic if things aren't working.
Be available on Day 1
It's important to block your morning if at all possible to welcome the new hire.
It will be a bad signal if you are not available for them within the first few hours of their tenue.
Schedule a 1 on 1 meeting to ensure they have everything they need.
It's important to block your morning if at all possible to welcome the new hire.
It will be a bad signal if you are not available for them within the first few hours of their tenue.
Schedule a 1 on 1 meeting to ensure they have everything they need.
Check-in weekly on personal/professional aspects
Your job isn't done once they begin their onboarding process.
Set a reminder to check in weekly with a quick phone call to see how they are doing.
Make sure to keep some of these light and focused on personal areas as well.
Your job isn't done once they begin their onboarding process.
Set a reminder to check in weekly with a quick phone call to see how they are doing.
Make sure to keep some of these light and focused on personal areas as well.
Create 30/60/90 day plans
These will help to keep the new hire focused.
30 days - focused on learning
60 days - focused on contributing
90 days - focused on owning tasks
Put together a document they can use to track these goals.
These will help to keep the new hire focused.
30 days - focused on learning
60 days - focused on contributing
90 days - focused on owning tasks
Put together a document they can use to track these goals.
TL:DR;
Manager's guide for bringing on new hires:
1. Reach out between acceptance and the start date
2. Welcome message
3. Interests outside of work
4. Connection to team members
5. Ensure IT is working
6. Available on Day 1
7. Check in weekly
8. Create 30/60/90 day plans
Manager's guide for bringing on new hires:
1. Reach out between acceptance and the start date
2. Welcome message
3. Interests outside of work
4. Connection to team members
5. Ensure IT is working
6. Available on Day 1
7. Check in weekly
8. Create 30/60/90 day plans
Thank you for reading!
I would be grateful if you RT'd the first tweet to share this with your audience.
Follow along @HarrisFanaroff as I share ideas to help you preboard and onboard new hires, and build relationships in the workplace.
I would be grateful if you RT'd the first tweet to share this with your audience.
Follow along @HarrisFanaroff as I share ideas to help you preboard and onboard new hires, and build relationships in the workplace.
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