Episode D.014 Creating An Onboarding Process

Onboarding & Development

Once you have the right person (or the best fit right now), the first day is critical. I know the instinct is to throw them into the breech - don’t. Spend the morning educating on your company, the rules for working here, their pay & benefits, and walk them around to meet the people they need to know. Spend the afternoon in the field showing them ongoing jobs and reinforcing what you expect. This might be the only chance you have to develop a relationship and drive your message home - so make the time.

Handle the Development of new employees by starting with simple tasks and working through a progression until they master the basics. It is also helpful to provide an on-the-job mentor to ramp up as fast as possible. It is in your best interest during the first week to carve out a few minutes to ask questions about the job. The faster they can do the job right, the faster they will impact your bottom line.

The development of experienced people is simpler - after the first day onboarding, put them on the job with some oversight to ensure their resume and interview was not a progression of BS. After a week, you will know.

The Onboarding Process

1. Prior to their arrival create a personnel folder with all of the required and relevant documents.
2. Their first day plan to spend the first 1/2 in orientation to the company, the company's vision, mission, and values, and your dream for the business - make them see it through your eyes.
3. Have them sign the employment letter sent as an email. They sign 2 copies - one for them and the other for their personnel file.
4. Have them read and sign the Employee Handbook. Place the document into their personnel file.
5. Have them read and complete any financial information such as W2, etc., and place in their personnel file.
6. Give them a personal tour of the facility while telling the company story. Introduce them to the people they need to know and positive role models.
7. Take them to a job site or their work group and introduce them. Focus on getting them comfortable and aligned with your expectations. This will be the best half-day investment you can make.
8. Second 1/2 of the day - have them shadow a competent performer who is performing the same tasks they will start tomorrow. Have the employee explain the why and how for each assignment. If new hire came from another company and performed the sames tasks - you don't care - this is how "we do it".
9. On the 2nd day - they are now working and earning their wages. Arrange for your best performer to visit the new employee several times during the day to check on them and see if there are any questions.
10. Day 3 - reduce the number of visits as appropriate.

Use this as a guide and build your own if necessary. I can attest this process works. Remember "go slow early so you can go faster later".

Next Show: ​D.015 Creating a Development Process