Professional Documents
Culture Documents
How do I manage a
new employee?
They say first impressions count and this couldn't be truer
than when you're helping a new employee integrate into
your team.
There's a mixture of excitement and nervous energy as the new
employee tries to establish themselves in their new surroundings
and the existing employees suss out the new member of the group.
It's your job to make sure this process runs smoothly.
Show them all important aspects of daily workplace life (from coffee
preparation to car space)
Always try and take your new recruit out to lunch on their first day
with a few colleagues so you can get to know them in a more
informal environment.
Don't be tempted to bring too many people as you don't want to over
intimidate them on their first day. If possible, assign them a mentor
who does a similar job to them who they can learn from when you're
not available
hiring.monster.co.uk
Getting known
Over the first week or so you should encourage your new employee
to set up meetings with all the people they will be working with on a
day-to-day basis. Rather than setting up the meetings for them, it's
better to suggest they make approaches themselves as it will help
them get to know names, responsibilities, meeting room protocol,
etc.
1-2-1 discussions should take place with their direct line manager,
but you should also look to have a process where all employees can
approach other people within the business to discuss issues they
don’t feel they can raise with their usual boss.
Take notice
There's no point conducting these surveys if you do nothing with the
results. After collating and analysing the results of whatever
surveying methods you decide upon, communicate with your
employees (either as a group or individually) on what you plan to do.
More and more organizations are also looking to reduce costs and
become more effective with the resources they have, and the
government is continually trying to promote more flexible working
hours.
Once you have answered these questions, there are a few hurdles
you will need to overcome before implementing the new procedure:
• Start with a pilot scheme - Fine-tune your policy over the first
three to six months, encouraging feedback.
Minimising exits
Many of these factors are out of your control, but there are certain
practices you can put in place to try and minimise staff turnover.
Why do good
employees leave?
Every company has their golden apples, but often these are
the employees who are most likely to move on.
If you've got your recruitment process right, you should have some
great employees within your organisation. People, who are
genuinely good at their jobs, are creative, hard working, forward
thinking, flexible and ambitious.
• Honour & Fame - On top of their regular reward for doing their
job (their salary) it's always good to give regular praise to your
top employees. Having their name up in lights gives most
ambitious the necessary ego boost to continue as before.
The catch 22 is that the more you praise your employees and hold
them up as a vital part of your company, the more they will become
known and will be in the crosshairs of other businesses.
How do I manage an
employee departure?
Whatever the reason for a departure, good preparation will
mean an easy transition period and a smooth ‘bedding in'
period for the replacement.
Employees move on to pastures new for a whole host of reasons,
including promotion, a new job, retirement, redundancy and
dismissal.
Whatever the reason for their departure, good preparation will mean
an easy transition period and a smooth ‘bedding in' period for their
replacement.