to MAKE NEW STAFF FEEL PART
OF YOUR ORGANISATION |
When employees join your organisation it is important that the transition
into the new job be as hassle-free as possible. One of the major purposes
of a well planned induction is to help the newcomers adjust quickly to
their new surroundings.
Here's how that can be accomplished...
- Be prepared:
Make sure the job is ready and that you are ready for the new employees.
They must feel that they have come to a vital position and that you
are prepared for them.
- Greet the newcomers personally:
Take the time to make the newcomers feel welcome. Don't keep them waiting
unattended. Greet them by name and address them by it often. Be friendly.
- Put them at ease:
Most newcomers feel uneasy, nervous and out-of-place at first. Avoid
any impression that they have arrived at an awkward time and that you'd
rather be working at something else.
- Make them feel important:
Show an interest in the newcomers. Make them feel the job genuinely needs
them. Ask questions and invite questions. Be genuine.
- Explain the job:
Outline the work to be done and how their work fits into the overall
activities. Don't make it sound too difficult and don't over burden
them with information or rules. Provide information about aspects of
the organisation that affect them personally.
- Familiarise them with the environment:
Eliminate the fears of a strange environment by showing them around,
revealing the work layout, and in particular those aspects that immediately
concern them - canteen, wash rooms, lockers, recreation room and so
on.
- Show them their workplace:
Accompany the newcomers to their workplace. Introduce them to nearby
employees.
- Introduce them to their new job:
Even though you may assign the induction of new employees to an assistant
it is important that you take time yourself to make newcomers feel
that you are concerned about their training and welfare. Explain the
task in general terms yourself. Keep detailed instruction for later
when they are more at ease.
- Appoint a mentor:
Arrange guidance by appointing a mentor, a staff member who is knowledgeable
about your organisation, has a good sense of direction with respect
to your company, and has a helpful, fostering influence on others.
This person ensures newcomers are not left alone to fend for themselves
in the early days either at the workplace or at lunchtime and tea breaks.
- Maintain regular contact:
Make a point of seeing them daily, even if only briefly, during the first
week or so. Encourage them to talk about any problems they are encountering,
thereby preventing any grievances from setting in.
- Review progress regularly:
Show interest in progress. Be alert to personal problems that may affect
performance. Clear up misunderstandings. Check work, provide further
instruction as required. Be generous with your comments and let them
know their efforts are appreciated.
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