I’ve now been here at Purple Monkey for 5 weeks and discovering that it was my turn to compose a Blog post, I thought it relevant to perhaps look at how companies could on-board their newbies!  Here goes….

1. Announce: You’ve just hired this wonderfully talented individual for your business/team.  Please don’t keep it quiet! Announce it to the world (or at least the rest of your team)!  In this day and age we all have access to social media, share it, like it and spread the word.  Include a little information about whom they are, the reason this person was hired. Help this person’s new colleagues understand how they can connect. Don’t leave it all on your new hire to make new friends at work. Go for a team lunch.

2. Prior to Day 1: Keep in regular contact with your new hire. Send any paperwork that can be completed in advance so as to not slow down that first day. Include the new hire in communications to let them get familiar with what’s happening before they start in earnest. Send a quick email or message that says “Looking forward to you starting next week.”

3. Key stakeholders: In many companies the org chart provides a picture of who reports to whom. It’s a useful tool to learn formal hierarchies. Help your new hire understand who the key stakeholders are. Prioritise the list, and share why these people are important.

4. Other stakeholders: If the org chart is about formal hierarchy, then this is about “how things really get done around here.” Spend some time explaining the personalities who will make good allies and perhaps the ones that wont!

5. Jargon busting: I’ve yet to find a company that doesn’t have its own language and jargon. Whether it’s those unfathomable acronyms that people use (but can’t always explain!) or in-jokes and phrases.

6. Myths and legends: These are the stories that help articulate the culture of the company (both the hero and villain stories). Share them, and help the new hire understand which stories are merely myths that otherwise might negatively impact his or her confidence or approach.

7. Rules of engagement: Whether this is the new hire’s first job or they’ve been in the industry a long time, you must spend time explaining the rules of engagement, otherwise known as the corporate and team etiquette that ensures success. Don’t assume that your listener knows or will work it out individually. This may eventually happen, but there’s usually a cost. Better to articulate “how business gets done” from the outset. Topics may include the speed/direction of meetings, the etiquette of calling into a meeting, decision-making, and difficult topics or issues, etc.

8. The small stuff: Don’t underestimate the impact of not addressing the small stuff. Which number is needed to dial an outside line? How do you use the photocopier? Where are the restrooms? The coffee machine? When are lunch breaks taken? It’s the little things that can be the most frustrating when we are new to a team and trying to be at our best.

9. Understanding the characters on the team: In a nutshell, this is about spending time to share your style and expectations, your hot buttons, strengths and dare you say it – weaknesses. Provide your new team member with the information needed to successfully work with you and not have to guess (or misunderstand) your style and approach.

For other top tips, interesting blog posts and jobs within #digitalmarketing and #eCommerce please visit our website  www.purplemonkeyrecruitment.co.uk

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