HR – Key DO’s and DONT’s for day one

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The first day of work for a new employee is critical in getting the relationship with the new employers off to a positive beginning, however, many companies fail to make sure it is a positive one, says leading recruitment expert Andrew Northcott.

The four key drivers of attachment are trust, security, approval and belonging, he says.

“Where an individual doesn’t feel protected, doesn’t feel that there’s trust, doesn’t feel they’re accepted or fit, there’s a heightened risk they’ll look elsewhere.

|”>But welcoming a fresh worker isn’t a job that must be hurried or delegated. Actually, those first weeks and months will be the time once the supervisor must focus the absolute most time on the new worker.

“It’s definitely going to be more pain and anxiety for the supervisor throughout that time, but the investment they make will pay off in improving connection, cutting back the uncertainty of attrition and raising discretionary effort and operation,” he says.

2. Introduce them all to senior leaders

Introducing a fresh worker to senior leaders early on should still be considered a priority.

But senior leaders should try to introduce themselves to the person, and be aware that someone new is starting. Even a simple introduction shows workers it’s not only their supervisor, but the organisation that cares about them, he says.

3. Deliver on your own promises

Following through on terms and conditions which were agreed through the recruiting procedure can be, critical, Andrew says.

“If you said they were going to obtain a fresh mobile phone, then make certain they’ve really got a fresh mobile phone,” and if you said it would be “new”, ensure it really is.

“Otherwise you begin to erode the trust awareness and that’s not a great thing to occur on day 1,” he warns.

4. Give some space to them

Fundamental physical orientation, including knowing where lunch rooms and toilets are, is just another day – 1 must.

“That could become a locker… it could become a desk, it could become a room, however they require to possess possession of some personal space from day 1. Otherwise what you have is somebody who feels displaced, so that they don’t really feel as though they’ve really got a base to return to, or somewhere to store some personal effects.”

And personal safety is “one of these deal breakers”, Andrew says.

However, employers often believe, “we’ll get to that” because it’s covered in a centralised induction. “That might not occur for several months… It’s really quite crucial that you do those things up front,” Andrew says.

6. Lay out a strategy for the coming days

Supplying the worker using a feeling of what it is that they will probably be doing the following day, as well as in days ahead, can enable them all to develop and fulfill realistic expectations.

Give landmarks to them or expected learning outcomes too, Andrew says.

7. Enable them all to give

“Another extremely significant thing is the fact that on day one an individual must believe that they’re a contributing member of the brand-new social structure,” he says.

“Something as easy as teaching them the phone system [could]become an extremely significant section of an individual feeling they’re able to truly bring to the team.”

Still, a fresh worker shouldn’t be lumped with all the jobs nobody else wants simply since they’re new. “You need to be sure the person has a definite experience of the kinds of duties and obligations… they have agreed to take on in taking the function.”

8. Don’t make comparisons

Comparing a worker for their predecessor is just another alltoo-common error, Mr Northcott says.

“Admit the great work [their predecessor]did… but get excited about the brand new way this new member will make the function their own,” he says.

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Labour Solutions Australia Pty Ltd specialises in temporary, permanent and outsourced workforce solutions with a strong focus on Food Processing, Civil and Building Construction, Mining and Engineering, Transport and Logistics, Manufacturing and Agribusiness staffing needs.

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