Hiring is an entire project within itself… it has to have a plan, a goal, and excellent delivery. So once you’ve found the perfect fit… what happens next?
Onboarding is challenging, and for that reason it often gets overlooked. Even if this is your first hire, you do not want to skip this part.
I’m here to talk you through the onboarding process, and give you a rundown of what a new employees’ first week should look like. By following these processes, you’ll help your new hire to hit the ground running.
If you’re short on time (or patience) and don’t want to deal with the hassle of hiring, let me do the dirty work for you! Fill out this form and let me worry about finding that perfect person for your team.
I also offer a Done With You option, through my Hiring Simplified course, which will make your search much simpler by giving you a streamlined project plan.
Why Onboarding is Important
When you plan the onboarding process you will decrease your turnover, which is one of the highest operational costs of being a business owner. Give the new hire a wonderful experience, and make them feel nurtured as they enter your business. This will increase retention because they feel cared for immediately.
Building Solid Relationships
When there is a plan, there will be a deeper connection with your new hire. As small business owners, there is a close overlap between family and your contractors- you rely on these people so your relationships with them matter. Don’t let onboarding feel too transactional; make it personal.
When you onboard a new hire, you define what their job will look like, give them tools, ideas, opportunities, and education as they enter your business. They will be able to in their role much more quickly, therefore saving you money in the long run.
Plan Your Onboarding Processes NOW
Prepare for a Hiring Season
Do you have a nondisclosure agreement or a contract that you use? Create them all ahead of time so you aren’t scrambling. Whether you talk to an attorney or draft these yourself, you need to protect and define what is expected of the role.
Articulate Your Mission Vision and Values
Onboarding is the perfect time to deeply define the goals for the role. Map out expected outcomes, and define what they need to do to be successful. Make sure you outline milestones for 30, 60, and 90 days.
Outline Your Systems and Processes
Impress your new hire by having an itinerary with all necessary information available for them ahead of time.
“Often, new hires feel like a nuisance because they don’t know what to do… change that from the very beginning”
- Provide access to tools though a system like Lastpass
- Draft an annual calendar and show them everything on the docket for the year
- Create or review systems and standard operating procedures
- Draft an introduction email to your team
- Create a prioritized task list that will provide direction and ownership
- Craft a simple organizational chart that documents each person’s role so new hires know who to go to with questions
- Outline a system for communication (weekly meeting, one-on-one check-ins, etc.)
- Put all necessary documents in a shared folder
“The worst thing you can do is to not prioritize onboarding for your new hire”
Welcoming Your New Hire
Consider giving a gift to your new hire to show them that you are excited to have them on your team.
The First 5 Days
The first day is all about the culture; you need to verbally articulate what your business is about. What is your why? What motivates you? How did you start your business and what is your big vision? Transition into how the new hire fits into the role, as well as expectations.
“People want to know what to do and what is expected of them”
You’ll also want to talk about key results areas (KRA’s). A KRA is a statement of what you expect in 30-60-90 days. You are telling them how to be successful in the business. Outlining KRAs will provide clarity, and guide your weekly conversations. You will be able to gauge if they are capable of the expectations, and course correct if needed.
Day two is about building rapport and demonstrating best practices. How will they be a successful part of your business? How will they fit into your vision? Show them the organizational chart and help them understand where they fit in.
You also want to spend some time getting to know them personally. You may want to ask them to take a personality assessment and go over the results. Understand what their motivations and their “why.”
Demonstrate best practices:
- Introduce them to the team. This is their “official unveiling.” Explain how they fit in, and show how they will be valuable to the team
- Gather important information about them via an intake form (i.e. address, birthday, assessment types, etc.)
- Go over your policies, procedures, and boundaries
- Share your brand guidelines
- Review your annual calendar to go over the vision and plan for the next 6-12 months
This is the first day you will give them access to the tools you use in your business. Now, it’s time to get to work, and you will begin the process handoffs. You as the leader don’t necessarily have to be involved in the training, but you will cast the vision so they can see how this particular process fits into your business.
This is also a day to do specific tool training, so that they can start adding value quickly.
Continue the process handoff. The goal is that by the next Monday they will be 50% profitable, meaning that they will know their responsibilities and will be 50% capable to perform the role you hired them for.
Create time for the new hire to meet with your team, and set the schedule for your weekly or monthly calls.
You also need to ask for their feedback of your onboarding process. Make sure to listen to their suggestions and take action. Show them that you value their feedback.
Lastly, you will set expectations for the following week. Look at the 30-day KRA, and break it down into what they can do in one week to feel successful.
“We want them to have quick wins because we want them to feel connected and valued’
Weekly Ops Activity
I want you to take action! Look at your systems and create a tool assessment that lists all of the tools you use in your business and indicates who needs access to them. Make sure to post it in The Ops Insiders Facebook Group.
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