Content for new joiners

The way you welcome aboard new joiners is vital – first impressions are very important!

Statistically a third of new joiners quit in their first few months of a new job, while another third say they knew in their first week that this was a place they wanted to stay for the long-term. So, the lesson here is to invest a little thought and time to retain and make the most of your people.

Let’s have a look at a few ways you can make your new joiners feel welcomed and valued from the get-go. Some of these ideas may feel ‘too much’ for a small business owner, a few are essential for all, while others can be adapted for your specific circumstances.

Before they start

You’ll need to ensure that each of your new joiners receives a contract of employment before they start. This can be sent with a friendly email from their line manager, welcoming them to the company.

It’s also nice to include a few details about what to expect when they arrive for their first day (including where to go and who to ask for). This helps them prepare in advance and hopefully feel a little more relaxed when they arrive.

Make sure you have any technology set up (email accounts, etc.) so they’re ready to get started right away. If specific workwear is required, order this in advance and send it to them so they can show up ready for work.

On day one

Arrange for your new joiners to arrive later than the normal start time, so their line manager can devote time to them and take them for a coffee.

Ensure you have a set agenda for their first day. Provide some day one training (which can be automated), which needs to include information on the values and principles of your business, along with training on essential technology, etc. If the role is office based, arrange a tour of the building so they’re familiar with where obvious things like toilets, etc. are, as well as other helpful things like canteen/shops to get lunch, and so on.

Be sure to have all the required equipment they’ll need organised, along with a (meaningful) project ready for them to work on, and ideally partner them with someone else. The worst day one is when a new person sits and trawls the internet because they don’t have anything else to do!

One week in

After their first week, arrange for their line manager to have a chat and see how things are going. This is a great time to ask them things like…

  • What do they want to achieve while working with you?
  • How do they like to work? (This is so important – people know what they prefer, and you can find ways to fit with this.)
  • What are their ambitions and goals?

This conversation gives you the opportunity to set initial objectives and see where further training might be needed.

One month in

Have your line manager touch base again to make sure everything is going well and that your new joiners are happy with everything. Address any questions or concerns they might have.

The three-month point

Simon Sinek once observed that 3-months into a new role is a stress point for many people. At this stage most people think they should know what they’re doing. However, in truth, it takes up to a year to really master a role.

People put themselves under a huge amount of pressure and fear they’re not quite nailing things yet and may need reassurance. So, what can you do to identify if this is happening and help alleviate their concerns? The right assistance at this point can be a deciding factor on whether someone decides to stay or leave.

I hope you’ve found this guidance helpful, and if you’d like some help creating your new joiner content why not book a free content review and we can give you some pointers.

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