Based on my experience, some of today’s employees need a more hands-on approach to work ethic expectations. The best time to do that is when he or she starts with your entity. However, like many of you, I struggle with not only the “what,” but also the “how” of that process. So, I will endeavor to provide something of a blueprint, a DIY method, of on-boarding and topics to cover.
MEET & GREET: It is never a bad idea to have a meet-and-greet of your new hires. This sets the tone and tenor of their journey with your department. Have a script of the things, which I am about to give you, that you want to talk about. It is ok, now, to ask some personal questions that you may have felt inappropriate at the interview, such as, hobbies, interests, family, and goals and objectives. In my humble opinion, you should know as much about your subordinates as they will let you know. What are their kid’s names? How old are they? You want to be seen as personable and caring. Is that such a bad thing? You would be surprised how important, especially to the Gen Y employee, this is.
NITTY GRITTY: Now, get into the nitty-gritty of your expectations, like showing up on-time and remaining at work for the entire day. I know you’re thinking, “shouldn’t they already know that?” Not necessarily.
Recently, we had a new hire, a college graduate, who was in training phase, just gets up and went home expressing the message, as she walked out the door, “I am tired.” Well, this could have been a career ending event, but we took this as an opportunity to have a teaching moment. She was extremely embarrassed and apologetic.
LIST OF TOPICS: Here are a couple of topics that I have found need to be put on the table and discussed. You can add to or take away from this list. Here we go:
Drama – no one wants drama. We have a sentence in our job descriptions that informs all employees, at every position, that their job includes creating a harmonious work environment – working well with others. Besides the number one reason for people to leave an organization, a first line supervisor, drama is listed very high on reasons people leave.
Whining, sniveling, malcontents – need not stick around. Which, in a way, goes to “no drama,” but this needs real explaining. Where a person sees themselves and their role in the organization defines them and their attitude. These types of employees kill and maim an organization and demoralize the people who work in them. Do not tolerate it and let them know you do not.
Fair Day’s Work for a Fair Day’s Pay – meaning, they should be put on notice that work is done here.
Have Fun – Let the new employee know that it is ok, even expected, to have fun at work.
Self-improvement – This does two things; lets them know you care and creates the idea that your expect them to be committed to life-long learning.
6Ps – The motto of our agency is the 6 Ps, meaning Prior Proper Planning Prevents Poor Performance. Don’t be a blamer, be a producer. The only person “you” can blame for not accomplishing a task is “you.” We don’t do the whole “throw people under the bus thing.” Well, unless it is in a fun creating environment.
Early is on Time, On Time is Late – create the idea that we are an organization that depends on each other and that dependability starts with being at work, ready to perform duties, on-time – not 5 minutes after start time.
Lying – Most of the problems or behaviors employees get into are minor in nature and can be handled positively, by the way look into Education Based Discipline rather than suspensions without pay, but make it very clear, if you lie during any phase of work, termination is the only alternative. This is serious stuff folks. So, get this out of the way, very quickly, set the standard and uphold this standard.
Finally, let them know you care about them. Be a mentor, coach and leader.
Have fun and keep in mind that you are responsible for setting the tone, climate and atmosphere of your organization.
