The economy is emerging from the Covid slump; it’s the beginning of the year – there are a lot of new hires. So how do you get new employees up to speed fast and effectively?
Employees are drawn to different companies because of their distinct characteristics, whether it be the company’s remuneration package, culture, or growth opportunities within the company
What’s going through the employee’s mind.
Every employee needs a structure for them to get their work done. When there are systems in place to help the employees reach their full potential, it will be easy to settle.
If you build your business on solid systems, you will be able to make use of the right technologies to automate your business systems. The trick is to first build those systems manually and automate them in stages for the employee and the business after this. The implementation of good business systems will result in business achieving scalable and sustainable growth with the new employees and across all areas of the company.
Listen to this podcast from The Money Show where Pavlo Phitidis discusses how to get new employees up to speed and returning value.
This must say exactly what you want the person in the role to deliver. It must thoroughly define what the person must come in to build, run and be responsible for.
It’s even more important to make sure that the new employee ticks the following 3 blocks:
A clear and accurate Job description will play a critical role in searching for and selecting the right candidate for the role.
Training – what and how
Its important to make sure that you prepare a safe landing for your new employee. Make sure you understand the system they will be coming into fully and how they will fit in it so that it becomes clear from the get-go what it is expected of them. Failure to do the onboarding process effectively and provide essential training that enables the new employee to be effective in their role will leave them feeling like a misfit in your organization and lead to their loss of confidence in their own ability to deliver desirable results within their new environment.
Without the measurement and management of performance in your organization, you will not be able to gauge your organizational performance. The key here is to ensure that performance is consistently and fairly measured for all employees. Most importantly, good performance must be rewarded, and there must be consequences management for non-performance. This will help you retain good performance and help you weed out non-performers.