together. Inevitably, there will be turnover and when that occurs, it’s critical to have a robust onboarding process in place.

Stay in Constant Communication

Be sure your new employee feels comfortable communicating with their manager and team members.

  • Create an environment where asking questions is encouraged and dialogue is the norm. Encourage the new hire to note any ideas they have for improving operations, strategy or organizational culture.
  • Provide regular feedback versus waiting for the pre-scheduled review at the end of a new hire’s probationary period. This enables you to offer constructive criticism and positive reinforcement in real time.

Set Clear Goals

Adapt a training style to suit each individual and manage your own expectations as well as theirs.

  • Get to know their learning style. Don’t assume they’ll learn information the same way you teach it. You’ll begin to understand how they tick as an employee and how they retain knowledge. And you’ll see what motivates them, which will be essential as they progress within your organization.
  • Establish objectives for their training period. Be clear regarding your expectations.
  • Check in regularly. Schedule lunch or coffee every few days while your new hire gets adjusted.

Assign a Mentor

The best resource for your onboarding program is your established team.

  • Choose a trustworthy, high-performing employee to lead the process. Have them share insights not only on how to perform the job, but also on the company’s culture and working environment.
  • A mentor must be available to answer questions. Be sure they understand their role before the new employee arrives.
  • Encourage a social aspect to mentoring. Have the mentor take the new employee to lunch and help them build a personal network.

Involve the Rest of the Team

Encourage everyone to make the new employee feel welcome and welcome. Be sure they understand their roles in the onboarding process.

  • Let employees know who the new hire is and when they’ll be arriving.
  • Provide team members with their new associate’s resume and job description. Onboarding should include individual meetings with all pertinent colleagues. Advise them to follow a meeting format that includes sharing a description of their own positions and how their roles will interact with that of the new team member.

Deal with the Details

  • Have a work station set up, fully equipped and ready to go. This means phones, computers and devices are up and running and email and voice mail accounts are active. Supplies are stocked, right down to pencils, pens, paper clips and a stapler. On the desk? An organizational chart, telephone directory, business cards and an employee handbook.
  • Take care of all the administrative paperwork on Day One. This includes payroll and insurance forms, ID badges and parking permits if applicable.

Taking the time and energy to implement an effective onboarding process for your administrative staff is well worth the investment. Your new hire hits the ground running – and the transition is as seamless as possible.

For additional tips on hiring, onboarding and talent management, read our related posts or contact Magellan Search & Staffing today. If you are looking for administrative employment agencies in Philadelphia, contact us today.