Make the first 90 days successful for you and your new employee
As soon as the offer is accepted.
- Get the Offer Letter Signed and start any pre-employment tasks
- Get a Voided Check for Direct Deposit
- If in the US get the w4 and i9 paperwork out of the way
- Order a pre-employee drug and background test
- Order any needed hardware and licenses for the new employee
- Have your plan together for where and what hours they will work
In the days before the start date
- Set the new Employee up on all your systems
- Assign a buddy to the new hire and have that buddy reach out with contact information as soon as possible
- Send out a “Welcome Aboard” email to the staff
- Arrange for a Friday Afternoon visit before the start date to meet the team
- Set up the outlook contact list with helpful aliases and phone numbers
- Add the new hire to any recurring huddles and meetings so that it is already on the calendar.
- Have any swag or uniforms ready
- Get any insurance or Company Vehicles lined up
- Schedule “onboarding” meetings with team members to spread the load and build relationships
- The Perfect Service Ticket
- The PTO Process
- VoiceMail Setup and Phone Training
- Org Chart Review and insider information on the company
- Print out helpful information for the new person
- Phone Lists
- Company Holidays
- Employee Manual
- Helpful URL’s
- Company Acronyms
Avoid “Radio Silence” – keep in communication with your new hire.
First Impressions Count – get new equipment if you can
Add them to the “staff” or all hands email alias so they have your announcement email in their inbox on day 1
Program the welcome message into your digital signage or welcome sign
Try to get them working on any online coursework BEFORE their start date
On the First Day
- Make sure the workspace is ready to go and arrive early before the new hire.
- If possible by the team lunch and encourage a group lunch
- Put their name on the welcome board
- Walk them through the office and re-introduce them to everyone
- Have 80% of their day planned out and a goal for the 1st day or week
- Share Company Stories especially ones that highlight core values
- Have all passwords and accounts written down for them
Slow Down – everything you know about your company and service doesn’t need to come out on day one.
Listen – let them talk and really listen
If possible bring them into the office even if they are going to be a remote employee
Have them work with your “A” players first – first impressions count
Share something personal (not too personal) with them to start building rapport
First 90 days
What they should be able to do
By 30 days
- Learn the tools
- Become Familiar with the Culture
- Complete at least one small independent project or be working service tickets
- Achieve a small goal
By 60 Days
- Complete a bigger Project or be able to support the customer base.
- Take on some longer term responsibilities – measure with your metrics
- Become fully engaged in the company rhythms – huddles, meetings and metrics
By 90 Days
- Be able to fully handle the jobs responsibilities with minimal supervision
What you need to do
- Don’t forget to keep it fun – pay special attention to this if the employee is remote.
- Lay out goals for them daily, weekly and for the 1st 90 days – remember this is the “probation period”
- Check in daily and assess the goal progression
- Force them to use your systems – change is hard but habits can be changed in about three weeks.
- Take note of their promptness or tardiness. Use this for discussion during their 90 day review.
- Start the Baptisim by Fire and see if they sink or swim
- Have a review meeting around the 90 day mark.
If you spot a problem deal with it right away
Don’t be afraid to fail fast – if you made a hiring mistake invite them to be successful somewhere else right away
Keep an eye on the culture fit. If you somehow have hired a cancer in your organization you need to fire fast.
Don’t forget to reward good performance – a pat on the back from the boss is a huge motivator and signal to the new hire that they haven’t made a mistake.
I hope this three part series on hiring has been helpful. If you haven’t heard parts 1 and 2 you can find them here:
I am going to combine all the good bits from Episode 9,10 and 11 along with a couple of my job descriptions, job advertisements, offer letter sample and onboarding template into a guidebook for hiring any make it available to folks that have subscribed to the IT Provider Network mailing list. You can get on the email list at www.itprovidernetwork.com.
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