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In this episode I teach you the five steps to onboarding and training a new employee. I have found that many small businesses tend to skip several of these vital steps in an effort to get their new employee simply functionable and filling the gap that being down one employee can cause, especially in a small business. However, the long-term impact, and specifically the financial impact, is much greater if you simply start off on the right foot with your new employee.

According to the Society for Human Resource Management, new employees who participated in a well-laid out orientation program were 69 percent more likely to remain at a company up to three years.

Companies who have a solid onboarding process have new hires with a 54 percent greater productivity rate and enjoy a 50 percent greater new hire retention rate, according to research conducted by Interactive Services.

The cost of turnover on the conservative side is about 20% of an employee’s annual earnings, according to a CBS Money Watch report.

Step 1: Welcome Your New Employee

• How would you want a customer to feel on their first visit? Make sure you create that type of experience for your new employee

• Give personality assessment to see how they fit into the team dynamics.
  • Many free options available.
• Create welcome experience.
  • It’s good to include any uniforms or branded gear in this.
• Announce your new employee to your existing team in a fun way.
  • Do a get to know you activity.
  • Share their personality type with the team so they know how to interact with them.
• Find out how they like to be recognized for great work.
• Have them complete required paperwork packet, including company standards, legal and tax documents, insurance enrollment, whether that is full insurance or an Aflac policy, etc…
• Give them a tour of the work environment — don’t forget the bathroom!

Step 2: Provide Your New Employee with Needed Access

• Phone/email list of key employees and relevant vendors, if applicable
• Map of Property: Workstation, bathroom, break room, emergency exits
• Keys and passcards
• Passwords
• Shared calendars, folders and files
• Company credit card, if they are eligible
• LastPass is an awesome resource!

Step 3: Provide Needed Tools and Resources for Your New Employee

• Electronics
• Software
• Physical tools (examples include cleaning supplies or face cradle protectors for your massage tables, office supplies or a place to store styling looks like hair dryers, curling irons and flat irons) Note: DO NOT expect an employee to provide their own cell phone and data plans, computer, internet access or personal email if they are an employee and NOT a contractor. (The difference between an employee and a contractor is an entirely new episode and one I know y’all desperately need! Stay tuned!)
• Email access
• Association credentials

Step 4: Train Your New Employee PROPERLY

• Have a plan!
• Provide an employee manual where they can find your written company culture, company policy, holidays, benefits, available perks and more.)
• Share your company history.
• Train to your company culture – See episode 03.
• Provide thorough job-specific training.
• Provide leadership training if your new employee is managing other people. 
• Confirm understanding of job expectations, individual goals and the employee review process

Step 5: Commit to Regular Check Ins With Your New Employee

• Encourage an open-door policy.
• GIve immediate feedback, both positive and negative.
• Conduct a one-on-one one-week formal check-in.
• Conduct a one-one one 30-day formal check-in
• Conduct a 60-day formal check-in
  • Give survey asking if they have been provided adequate training, tools and resources
  • Your new employee is most at risk for turnover at this stage
• Conduct a 90 day formal check-in to confirm both parties are ready to move forward with the employment relationship

How to Work with Amber Hurdle

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