The Intern: How to Win Over Your New Hires
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Remember your first day on the job? There were people and process that were helpful and those that were not. In this session, learn how to get your new hire on the right track from day one and also how to leverage their unique background and experience into winning insights for your community.
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The Intern: How to Win Over Your New Hires
- 1. HOW TO WIN OVER YOUR NEW HIRES
- 5. #insiteslive
- 6. #insiteslive 2015 SatisFacts Index, Associate Survey 1. Like my job 2. I know my manager's expectations 3. Manager honest, ethical 4. Like working for company 5. Proud to work for company 6. Manager’s faith in judgment 7. I would refer friends 8. Manager interested in input 9. Company as a workplace 10.Company has a great future
- 7. #insiteslive 2015 SatisFacts Index, Associate Survey MANAGER RELATED 2. I know my manager's expectations 3. Manager honest, ethical 6. Manager’s faith in judgment 8. Manager interested in input COMPANY RELATED 9. Company as a workplace 10. Company has a great future 1. Like my job 4. Like working for company 5. Proud to work for company 7. I would refer friends
- 8. #insiteslive
- 10. #insiteslive 2015 SatisFacts Index, Associate Survey OPPORTUNITY TO LEARN NEW THINGS #1 MOTIVATOR
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- 12. #insiteslive 2015 SatisFacts Index, Associate Survey OPPORTUNITY FOR ADVANCEMENT #2 MOTIVATOR
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- 14. #insiteslive 2015 SatisFacts Index, Associate Survey INCENTIVES, BONUSES, COMISSIONS #3 MOTIVATOR
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- 16. #insiteslive 2015 SatisFacts Index, Associate Survey WORKING ON A TEAM #4 MOTIVATOR
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- 18. #insiteslive 2015 SatisFacts Index, Associate Survey AUTHORITY TO MAKE DECISIONS #5 MOTIVATOR
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Editor's Notes
- Highest rated aspects
- How they feel about their MANAGER and the COMPANY has a direct reflection on how they feel about THEMSELVES.
- NURTURE BUDDING LEADERS: Recognize those with leadership potential. Hire for strength and manage new hires to fix their weaknesses. Set the tone on the first day by telling your new hire you want them to come up with an idea to improve productivity by the end of the day. Challenge them!
- On the job training, mentors, cross-training opportunities
- ASK, DON’T GUESS: Just because you hired them for a certain position doesn’t mean that’s all they are capable of doing. Ask if they aspire to advance in the industry and put them on a track toward their goals. Show them you have their back and want the best for them.
- Regular check-ins with employees (don’t wait for annual evaluations). Bring job openings to their attention if you think they may be a good fit.
- CREATE BONDING RITUALS: Create a team culture where everyone is 100% all in. Make sure your new hire feels a part of the team from day 1.
- Incentives motivate employees – why not rethink how they’re distributed. Set team goals and make it an all or nothing type of thing. We win or lose as a team.
- SHARE RESPONSIBILITY: Break up your new hire’s first day into periods spent with each team member. Give them the opportunity to interact with everyone.
- VALUE STAFF OPINIONS: If your staff believes that they matter, that their opinions matter, it’s a win-win for them and the company.
- At the end of the first day, ask your new hire how they felt about the day. Did they notice anything that can be done differently? Maybe something they did differently at their previous job? Bring back the challenge you gave them at the beginning of the day.
- CULTURE: Absorb your new hire into the company/community culture from day one. Make sure they understand you value them as a team member and expect them to contribute as such.
- TONE: The first day sets the tone for a new hire. Are they left alone, sitting behind a computer watching videos and signing paperwork or are they doing their part make it a productive day?
- ENGAGE: Show new hires you are invested in their success. Regular check ins and one on ones during the onboarding process are important.