Everyone in business wants their team to consist of high-performers; however, crafting a team consisting of the top echelon of talent isn't an easy feat. Rather than simply trying to hire the best, what if you could "handcraft" the best?
There are many reasons why a business may opt to train new hires to make them into top performers rather than seeking out a specific archetype.
So, if you want to take a starry-eyed new hire and turn them into the best of the best, this blog is for you. We'll delve into this and more. In fact, itec group will take you through the necessary steps to take a budding business professional and make them into a fully-bloomed business professional.
Let's begin.
The Onboarding Process: Setting New Employees Up for Success
When it comes to onboarding new employees, you must be prepared to train them in their current position and create a pathway to further success. This is where your managers truly need to step up into their role during this process, helping to set these new hires up to meet milestones and enhance the business.
So, what do you need to do during the onboarding process to make sure your new hires are set up for success?
1. Clearly Outline Job Expectations: During the onboarding process, managers need to be very clear about job tasks, etiquette, and general processes. This prevents employees from being "blindsided" by expectations they weren't privy to. This also allows you to judge if the new hire is the right fit for the job.
2. Detail & Provide Comprehensive Training Outlines: New hires should know what the training process is going to look like and have a detailed outline of what they will be completing. This could include providing them with a company handbook.
3. Provide Day One Orientation: Take this as the opportunity to introduce the new hire to fellow employees, managers, and the general office space. Show them where they can park, take breaks, where to find important team members, and where their desk will be. This is also an enjoyable time to talk about your company culture and how important it is to your business.
4. Provide Specific Job Training: Once introductions are complete, set time aside for your new hire to have hands-on, specific training. Make space to answer any questions before training commences, and make sure someone is available to answer any questions as the process continues.
But how do you take employees to the next level? Let's explore further.
Provide New Hires with a Mentor
Notice how we mentioned specific training a moment ago. Well, another essential element of that is not only providing access to management but matching new hires with a mentor. This could be a mid-level to senior employee who works in their department, who knows the job well and can impart their wisdom upon them.
Not only does this allow your new hire to shadow someone knowledgeable, but it also creates a comfortable environment where they have someone they can go to for help. Also, choosing a great employee to mentor a new hire gives them something to aspire to.
Another benefit to this is also taking some of the pressure off management; while they should still be available as training progresses, having an experienced employee provides a sounding board for new hires, preventing the need for escalation.
Encourage Vulnerability
The word "vulnerability" often makes us a little… uncomfortable, because it means having to drop certain social walls and open ourselves up to potential scrutiny. In business, encouraging vulnerabilities in employees can mean several things:
Openly Communicating Weaknesses and Gaps in Experience
Oftentimes, new hires approach work opportunities with the concept that they have to truly sell themselves. While this is true, it can sometimes be misleading. New hires may be too afraid to be open about their weaknesses and gaps in experience because they worry it'll cause them to lose the opportunity. Instead, focus on a new hire's strengths and encourage them to be open about what they lack; this helps you identify areas that can be improved. Provide mentorship and training to bolster those lacking areas.
Encourage Asking for Reasonable Accommodation
Great employees can sometimes require accommodation to be fully successful. Under the Human Rights Code, employees can ask for reasonable accommodation for mental, physical, and other personal reasons. New hires who require accommodation should be encouraged to make reasonable requests to their work situation that bolsters their success.
Here are some examples of reasonable requests:
Ergonomic chair, desk, or workstation setup
Standing desk or sit-stand options
Noise-cancelling headphones or white noise machines
Relocated desk for reduced noise, lighting, or foot traffic
Air purifiers or scent-free zones
Flexible scheduling
Modified workload during flare-ups
Option to wear headphones or use fidget tools
Reduced or modified meeting requirements
Permission to leave work for therapy or medical appointments
Encouraging Requests for Additional Training or Certification
When a new hire expresses interest in pursuing further training or certification, it's a clear indicator of initiative and long-term potential. Supporting these requests fosters individual growth and strengthens the organization. Ensure employees have access to ongoing learning opportunities and recognize their commitment to professional development as a valuable contribution to the company.
Inspire Performance Through Purpose-Driven Goals
People are motivated by goals, especially if they're worthwhile goals. As early as feasible, help your new hires understand your business and grow connected with solving problems for your customers.
This not only starts them off on the right foot, but it also inspires them to be critical thinkers looking for solutions. Reward employees with recognition and further workplace opportunities when they achieve a new goal, and make sure they have opportunities early on.
Here are some additional goals you can provide new hires early on that will help them become more progress-oriented:
Complete all onboarding paperwork and compliance training.
Set up work tools, email, and internal communication platforms.
Provide a whiteboard to track goals and successes to complete every week.
Review the employee handbook and key company policies.
Learn the company's mission, values, and team structure.
Schedule introductory meetings with team members and key collaborators.
Shadow a colleague to observe typical workflows.
Understand immediate responsibilities and short-term priorities.
Set up a 30-day check-in with their manager to review progress.
Ask at least 3 questions to gain clarity on their role or department.
Identify one small task or project to complete independently within the first two weeks.
Doing this is very much like reward training: completing feasible goals early on and recognizing those successes will create a performance-focused mindset.
Still not convinced? A study by none other than Forbes found that people who vividly describe their goals after writing them down are between 1.2-1.4 times more likely to be successful than those who don't.
Build a Culture of Trust and Empowerment
Trust goes both ways, which means it needs to be a strong element of your company culture. Transparency and reliability are essential for creating the upper echelon of employees. Along with that culture of trust, you also want to foster personal empowerment, allowing employees to be autonomous and work independently.
Here are some key steps to establishing trust:
Establish core values.
Provide development opportunities.
Accept that company culture matters.
Promote diversity.
Recognize employee achievements.
Ask employees for input.
Encourage autonomy.
Encourage continuous feedback.
By ensuring your employees understand and embrace a trustworthy culture, you create independent, autonomous hires that can get the job done. Autonomy in the workplace boosts employee motivation, job satisfaction, overall productivity, and employee retention by allowing them to take on the responsibility of their work and make their own independent decisions.
Keep the Company Vision at the Forefront
If you want to truly turn a hire into a high-performer, you need to make sure each prospective employee aligns with the company vision. That means keeping the vision for your business at the forefront. This includes orientation, training, and more. Every step through their tenure should include working towards the company's vision. This could involve providing case studies and real-life examples of your vision's success, introducing the vision from day one, and creating tangible goals to support said vision.
itec group: The Expert Solution
With itec group, our team collaborates with your business to provide you with the recruitment solutions you need to find those ideal hires. If you want to elevate talent to the next level, let itec group leverage our decades of experience.
We can help you build an elite, motivated team of business professionals who align and grow with your business, further advancing your goals and growth strategies.
We've committed ourselves to partnering with businesses and providing only the best service in the industry. Our hiring process ensures you're not only matched with the right employees but also have the tools required to grow your business.
Contact us today and see how itec group can take your business to new heights.
