HOW TO INITIATE YOUR NEW STAFF
Mark Onoja
Startup & Small Business Growth Partner | Helping Businesses Grow & Scale in Nigeria | Speaker & Trainer
I once heard that when a newbie joins a fraternity or a cult, certain initiation rites need to be performed. The "Otodo" or "JJC" as we usually call newbies, will carry out specific tasks to prove they are fit to be called new members.
Additionally, the senior members will take the time to train and coach them on specific assignments. Once this is done, a new member is born! The association can now confidently say this person can represent us correctly to the outside world.
This concept applies to organizations as well. One thing I admire about banks, large corporations, and multinationals is the rigorous training they subject new hires to. Some carry out this training exercise for over six months. The entire idea is to get the new hire accustomed to the company's way of doing things, understand why they do what they do, and know what is expected of them from management every day.
As your business moves from being a startup to a proper company, you will need to get extra hands. These new hires need to be properly initiated (onboarded) into your business. I am sure you don't want some Segun, Ali, and Ebuka (my own Tom, Dick, and Harry) to come on board and just do things haphazardly.
For me, I suggest three key areas to onboard your new hires:
1. Their Job Description and Key Performance Index: Clearly define and explain what you require them to do every day when they clock in at work and the results and outcomes expected from their activities.
2. Your Business Operations: Run them through your entire operations. For a small business, you need to do this because you don't have all the resources to hire a lot of people yet, and everyone has to go beyond their job description.
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3. Your Culture: Share with them who you are and why you do what you do as a business. This involves your vision, mission, core values, etc.
After this initial onboarding, these newbies will need further coaching in these areas for the next 30-90 days to embed this knowledge into their consciousness. You can even have a sit-down with them at the end of this period to ascertain how well they have captured this information.
Onboarding is something you should take as seriously as getting the right people because sometimes the right person can fail woefully in a job that they are not well equipped for.
I hope this helps!
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