17 Terrific Tips for New Employee Development

17 Terrific Tips for New Employee Development

Employers want new employees to be prepared, focused, and eager to get started. Isn’t it only reasonable that new employees receive the same consideration from their new employer? The first 90 days of employment should establish the foundation of cultural awareness and fit, position expectations, performance standards, and a positive attitude.

All new hires should complete a 90-day onboarding process. At 30-60-90-day intervals, employee and supervisor should assess what is going well and what needs attention.

Following are 17 ideas to help your new hires feel welcome and quickly be up and running.

1. Delivered on day one, the owner or senior executive personally welcomes the new hire and provides a brief company overview. Topics include company history, vision, culture, values, etc.
2. Workstation is ready. Dispose of outdated material and previous employee items. Furniture, office supplies, and equipment is complete and functional. Hang balloons to identify the new hire to increase coworker introductions.
3. Prepare current employees for their new coworker. Communicate the start date and background information.
4. Assign an office buddy to provide initial full office tour and answer general questions. Provide a list of go-to people to contact for assistance regarding general office matters.
5. Designate a training coordinator. This may be someone other than direct supervisor.
6. Meet and greet on day one. Host a mid-morning gathering with food for everyone to meet the new person. Present a welcome card signed by all employees.
7. Post new hire’s picture and welcome message on the company Facebook page.
8. Remind new employee to update her LinkedIn page. Provide the narrative for company and position if needed.
9. IT department should set up and provide instruction for phone, e-mail, and system access.
10. Welcome gift basket. Items may include name plate, business cards, company logo items such as mug, water bottle, and pens, the company’s cultural principle book (Raving Fans, Ubuntu, The Four Agreements), a list of restaurants in the area and some sweet treats.
11. Benefits department reviews employee handbook, social media standards and guidelines, takes company photo, and provides badge if needed.
12. Job description, key performance indicators, best practices, and performance review process is reviewed with supervisor.
13. Overview of company social media presence and client communication including Facebook, LinkedIn, newsletters, mailings.
14. Schedule shadow training with colleagues in different departments to provide a big picture perspective.
15. Schedule client, vendor, and insurance company visits to be done jointly with appropriate coworkers.
16. Formalize a 30-60-90-day training schedule that sets expectations for self-study lessons, coworker training, shadow training, client visits, etc.
17. Schedule 30-60-90-day performance review dates. Provide employee the review form to self-monitor performance expectations.

Emily Huling, CIC, CMC, CSP helps the insurance industry create top-performing sales, service, and leadership organizations. She can be contacted at emily@sellingstrategies.com.