Join Todd Dewett for an in-depth discussion in this video The first few months, part of Onboarding New Hires (2014).
After the first day or the first few days,…when the orientation is complete there…is a lot you'll want to think about.…The first order of business is to ensure the new employee…is engaged in any required training as scheduled.…This might include online training,…classroom training or a mixture.…Here's what we know about mandatory training.…If you don't get it done quickly, right at the beginning,…you'll find it very hard to reschedule it later…because the demands of the job begin to kick in.…I'm about to suggest a few specific onboarding tasks…you'll want to complete, but first it would be…smart if we clearly state what's at stake here.…
The reason you're going to pursue these activities very…seriously is because the window where you face the biggest…risk of new hire turnover is in the first 40 to 50 days.…Research indicates that somewhere around that…time they'll be making lasting decisions…about their tenure with the organization.…The first task is obvious but must be stated.…On a regular basis you'll want to continue using…
- Cite the internal tasks you should complete before a new hire arrives.
- Explain ways in which a manager can help a new employee succeed.
- Differentiate among buddy, mentor, and coach.
- Describe the behaviors that are associated with successful employees.
- Highlight the important tasks you should complete during an employee’s first year.
- Explain why more face-to-face interaction between bosses and new employees is a positive onboarding practice.