6 ways to bring new hires up to speed successfully

  (photo credit: PR)
(photo credit: PR)


A business is only as successful as its employees. If you want your company to thrive, you need to hire the right people — and you need to train them well. Many companies mistakenly forgo a formal onboarding process and train new hires without a plan. While winging it might work for some, it won’t work for everyone. In fact, not orienting employees correctly could slow down productivity and increase the likelihood of errors. 

You want your employees to have everything they need to do their jobs well, right? Then consider these six onboarding tips to help new hires, and your company, succeed: 

1. Prepare for Your New Hire

Give your new hire a warm welcome by preparing their work space before they arrive. If your company is working in person, have a desk ready for their first day. If possible, have their computer set up with the necessary software. Even small gestures matter, such as providing notepads and pens. 

Is your company working remotely? You can still help new hires create a home office. Consider mailing their equipment (e.g., company laptop) so they have it before their first day. You could also offer new hires a stipend to buy home office essentials such as an office chair, desk, and monitor.

Getting your employee what they need to do their job well sets them up for success. Plus, by providing what they require, you’ll make your new employee feel valued from the outset. 2. Develop a Well-Thought-Out Onboarding Process

A mistake many companies make is providing new hires with too much information too soon. Employees don’t need to know everything on their first day — or even their first week at the job. What they do need, however, is a strong onboarding process. 

Before hiring, make sure you have a training strategy in place as your new employee learns their new role. A 30-60-90 day plan can highlight the path forward, mapping out the employee’s learning goals for their first 90 days. 

For example, let’s say you want your new employee to know how to use a particular software program after a month. That milestone should be clear in the 30-60-90 day plan to keep the employee accountable. Such a plan can also help you provide the right information at the right time during the training process. 

3. Use Multiple Training Methods 

Training is a significant part of a new job. Depending on the position, your new hires might spend anywhere from the first week to a few months learning the ins and outs. It’s essential that this training include company rules, job responsibilities, and expectations to ensure your new hire’s success. 

You also want to be thoughtful when you decide which training methods to use. Some businesses rely on educational videos, and some choose in-person information sessions with key players. If your company is currently working from home, you might be taking a more digital approach, using PowerPoints, e-learning modules, or virtual meetings.  

Regardless of how you choose to bring your new hire up to speed, you want to make sure the content is engaging and informative. If possible, have someone who’s held their position in the past conduct some of the training. 

4. Communicate With Current Employees

Prior to posting a new job opportunity, consider sending an announcement to all employees informing them of the opening. They deserve to know the composition of the team is changing so they aren’t surprised by the news. This increases the likelihood that they will be receptive to their new teammate.

By letting employees know you plan to hire, you might also be able to attract qualified internal candidates. Internal candidates may decrease the length of the necessary training for the position. That being said, don’t assume internal candidates don’t require an orientation process. 

Once your new employee starts, introduce them to their fellow team members in a meeting or via email or Slack. This intro, however informal, will make them feel welcomed. 

5. Foster Strong Relationships

It’s not easy being the new kid on the block. Not only do you have to learn a brand-new job, but you also have to get to know your colleagues. That can be challenging for some, especially if they aren’t naturally extroverted. To help new hires establish relationships, create opportunities for employees to get to know each other.  

Consider linking your new hire with a mentor. This person should be someone who has experience with the company and can answer a wide range of questions. You could introduce the two on your new hire’s first day and have them grab lunch together or encourage them to connect via Slack. 

Consider scheduling meetings between new hires and the leadership team so they can get to know each other. Opening the door for your new employees to engage with the higher-ups can help them feel more comfortable and connected to the company. 

6. Ask for Feedback

As a company, you want your employees to be happy. After all, happy employees are more productive and will help your business thrive. Having fulfilled employees doesn’t just happen — you have to put in the work. That’s why asking for feedback can be so beneficial. 

Before bringing on new hires, consider asking your current employees about their first days and weeks on the job. What did they like? What did they dislike? This information can help guide you when onboarding new employees. 

After your new hires have been trained, make sure to ask for their feedback on the onboarding process as well. Then use what they say to make any necessary tweaks for future hires. 

Hiring a new employee is a costly and time-consuming endeavor. But it can be even more costly and time-consuming if that employee doesn’t stay or doesn’t receive the training necessary to perform well. To ensure your new hires help your business, follow the tips above to onboard them successfully. 

This article was written in cooperation with Shauna Smith