Onboarding Direct Reports: Three Ways to Enhance the Experience
How would you rate the onboarding experience you design for new hires? Not your company's, not HR's, but your own leadership onboarding. No pressure, but as the leader, you are a significant reason the employee chooses to join and stay with an organization.
Build a trusting relationship from day one by spending focused time with the employee during his or her first week. Consider the following best practices to warmly welcome the new member of your team:
1. Write a handwritten note to welcome the employee. Bonus: Write a handwritten note to the employee’s family.
You selected this employee to join your team. Why? Identify the reasons for your enthusiasm in writing. The family note is a special touch to share the first day experience with the people who matter most to the employee. This is a simple and cost-effective way to welcome a new employee, and I can tell you from experience, one of the most impactful.
2. Have lunch with the new employee on his or her first day. Bonus: Listen 80% of the time, talk 20% of the time.
Meals provide a casual way to get to know the employee better. Ask a new employee about his or her story, listening fully to understand what motivates them, inspires them, and frustrates them. Show your human side during lunch, authentically sharing a story about your own first day and why you love working at the company. If you are leading remotely, schedule a virtual lunch and reimburse the employee for the meal.
3. Schedule a 1:1 discovery meeting during the new employee's first week. Bonus: Send the new employee questions in advance to prepare for the discussion.
A focused discovery meeting is a two-way conversation that gives you clarity on the ideal working environment in which the employee will thrive while sharing more about company culture and norms. Topics and questions I recommend covering during this meeting:
Communication style. What is the employee's preferred communication style? What is your preferred communication style?
Responsiveness expectations. What is the expectation for your team to respond to chats, emails, and texts?
Individual and team decision making. How does the team make decisions individually and collectively? When do you need to approve decisions? How do you work through mistakes?
Inclusivity and thinking differently. In what ways do you and your team seek out differing thoughts and opinions?
Recognition preferences. How does the employee like to be recognized for a job well done?
Sending the agenda for this meeting in advance gives the employee time to prepare for the conversation. At the close of this meeting, set up your cadence for 1:1 meetings going forward to provide continued support as the employee gets acclimated.
First impressions are lasting, and this is especially true for an employee during his or her first week on the job. As the leader, onboarding is an ideal way to understand how the employee processes information, makes decisions, and collaborates with others. Be fully present for the employee and create an experience that reinforces the employee's decision to be part of your team.
Dr. Katie Stone is the founder of Together Evolving. Email Katie at katie.stone@togetherevolving.com to learn more about the transformational impact coaching can have on you and your leadership.