Five Tips for Welcoming New Employees

We have a new employee starting on Monday, and I’m confident he’ll have a good start here at CFS because we’ve developed a process for welcoming new employees.

Just about everyone has detailed processes for hiring and firing, but how effective is your process for new hire orientation and ultimately welcoming new employees? Below are five tips for making your new employee’s first week a success.

Five Ways for Effectively Welcoming New Employees:

Prepare the work space.
Not to name any names, but in two of my three professional jobs, I’ve walked in on my first day to a messy desk, a nonexistent and/or broken computer, and no office supplies. What a terrible way to start!

Take the time to thoroughly clean your new employee’s workspace. Set up their phone and computer, and grant access to any necessary systems. Make a list of usernames and temporary passwords. Also, don’t forget to provide them with all the necessary office supplies. Make sure you include some extras like tissues, hand sanitizer, folders, notepads, and post-its!

It’s a good idea to sit at your new employee’s desk and think about everything they will need to do their job. Is it all there?

Make the first day a celebration.
Regardless of the size of your company, a new hire should feel important. Whether it’s breakfast with the whole company or cake and coffee with their department, make sure the new employee feels celebrated.

It’s always nice to give some flowers or a gift basket – you could even have team members contribute to the gift basket! Menus to local restaurants are a nice touch, and even a simple gift like a Starbucks card can make a big impact.

This may seem obvious, but make sure you make an announcement! This can be as complicated as a press release or as simple as a quick announcement over the speaker system, but make sure everyone in the company or department is aware of the new employee’s existence.

Develop a ramp plan.
It’s never fun to start a new job and be unsure about your responsibilities or unable to perform your job functions due to lack of training. We recommend developing a ramp plan that will account for the first two weeks of your new employee’s time.

Include any necessary training from mentors and subject matter experts, and make sure the new employee has a chance to be productive on their first day.

One small but important part of this plan should be scheduled lunches. This way the new employee isn’t forced to uncomfortably sit at their desk while coworkers pair off for lunch.

Introduce key players.
On the employee’s first day, make sure they have a chance to meet their department head or CEO. Schedule some time with their direct supervisor to discuss their position and cover any questions.

Another great resource is a “help list” of people within the company who can answer possible questions in various areas. In a larger company, running through a directory and highlighting key contacts can be invaluable. You may even want to assign a “buddy” for the first few weeks.

If the new employee will be interacting with clients, schedule meetings with key clients in the first few weeks to make introductions. For a new employee, calls to existing clients can be as difficult as making cold calls!

Schedule an orientation review.
The first week of a new job can be incredibly overwhelming. Schedule some time at the end of the week to review first your new hire’s first impressions. This is a great time to clear up any confusion or misperceptions before they turn into a problem.

Additionally, you may want to administer an orientation review survey to get feedback on the effectiveness of your process.

Right now, I’m looking forward to heading home, but I’m also looking forward to Monday. I’m excited to make Wyeth’s first day at CFS a success!

Do you have any favorite ways of welcoming new employees? Let us know in the comments, we’d love to hear!

By | 2016-10-17T16:39:54+00:00 April 9th, 2010|Sales Leaders|0 Comments

About the Author:

Elizabeth is CFS's Operations Officer and Senior Advisor and is the Product Manager for the Criteria for Success Sales PlayBook. She writes about sales leadership, management, teamwork, motivation, and process based on her work with CFS's clients.

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