New job jitters can often cause your up and coming to A-Players some sleepless nights. The employee onboarding process is something managers often don’t take time to prepare for, setting the new employee up for disaster instead of quickly getting them up to speed on the job.
Managers should not be swayed by how experienced the new hire is, as everyone is not above learning new business tactics.
Often a newly hired employee feels compelled to exhibit confidence and an upbeat demeanor to impress a new boss. Conversely, the new boss often mistakenly buys into the newbie’s exhibited behavior believing (or maybe hoping) he or she is ready to launch into the job, be an instant superstar, and set the business world on fire.
This is probably not going to happen. The reality is that every new hire will likely need – and expect – at least some coaching from you. But a one-size-fits-all training tactic won’t work, even when training multiple people for the same job, as individuals have their own unique set of hot and cold buttons.
Consider these 3 different personality types:
Naturally self-directing and confident
Workers who are naturally self-directing and confident prefer to participate in the coaching process actively. They might politely turn to you for some input and advice but are probably hoping for freedom to voice their own strategies; this can be a great way to blend your expectations with their needs and uncover the secret to a successful mutual relationship.
Serious and straightforward
Others look for serious, straightforward, one-way formal training from a manager or appointed mentor. Give them “just the facts please” to best approach their role, what to expect, how to avoid pitfalls, and what to do when unusual circumstances arise. These typically introspective, cautious people are good listeners and wait to follow your lead.
Calm and methodical
Don’t be surprised if the obviously calm, methodical person you hire needs extra time to learn your procedures and acclimate. A more measured learning process does not necessarily translate into incompetence, but more likely a cautious work approach and a concern for doing things properly. These are traits often seen and desired in administrative service types.
New employees typically have many underlying worries; they are concerned about meeting expectations, fitting into the role, being satisfied with the job, achieving success, and establishing rapport with co-workers. You can help allay fears and decrease new-hire jitters simply by using the appropriate training tactics when onboarding. Doing so helps increase the chances that the person you hire will be a happy, thriving member of the team who works confidently and stays loyal to your company.
When planning the arrival of your new employee, be sure to consider:
- The first day
- The first week
- The first 3 months and beyond
A good manager knows the importance of training new employees and doesn’t dare just cross-fingers and hope for the best. A great manager has insight into diverse work orientations and behaviors and knows how to bring out the best in people. Overall, an effective onboarding process is a great way to show all of your employees that you value their happiness and want them to succeed.
