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You may not realize, but when you bring a new employee into your business you only have one chance to make a good first impression. Research confirms that a poor (or lack of) induction is a major contributor to how engaged that person is. The more engaged they are, the harder they will try and the more effort they will put in.

The best companies have standardized induction processes that can span several weeks, involving building tours, meetings with key individuals, training programs on company history, introduction to systems and so on.

Starting a new job can be an anxious time. Not only are you unsure of yourself, you also have yet to truly evaluate the company now employing you. Day 1 is an employers’ best opportunity to make a new employee feel confident that they have made the right decision.

So what happens in your business? It’s not necessary to go have a program that extensive if your business is smaller, but there are some basics.

Before they Start

• Make sure there is a desk and chair for them before they start. Arranging it on their first day makes it seem like you forgot they were coming (and maybe you did….)
• Arrange any computer equipment and telephones before they get there. Don’t forget to issue any passwords or logon’s they might need.
• Let the team know what day they will be starting, and what their responsibilities will be.

On their First Day

• Be there to welcome them
• Finish off any outstanding paperwork
• Give them a tour of the office
• Introduce them to the team and discuss relevant team processes (eg – weekly meetings etc)
• Take time to explain other significant company processes and how they work. For example, how their performance will be monitored and managed, and how they will be rewarded.
• Go over their key responsibilities and what you expect from them in their first 3 months.
• Provide them with an outline of the training they will receive and when (eg – on specific business or computer systems)
• Buddy them up with someone in the team who can look after them in the first week and answer their questions.

After their First Day

• Check in with them at the end of the first week to see how they are coping. Ask what else they need, or what you can do to help
• Check that their training is taking place on schedule
• Check in with other team members to see how the new employee is faring
• Over the next few months, closely monitor their progress and satisfaction with the job. Take any steps you need to to fill gaps or provide additional support.

Make the effort and ‘wow’ your new employees during their first week. An organized and comprehensive introduction shows the new employee that you are serious about them, and sets the company sets the foundation for a long and productive relationship.