Coming in From the Cold: How to Position Your New Employees for Success

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The lost traveler is relieved. After a seemingly endless search for comfort, shelter, and security, they’ve finally come in from the wilderness. The traveler knows that better times may lie ahead. Nonetheless, fear and uncertainty linger like dark clouds after a torrential storm. Shell-shocked by their difficult journey, they struggle to relax, focus on the future, and shake the feeling of impending doom.

Is this the plot of the latest lost-in-the-wild TV drama? Nope...it’s the mindset of workers who have managed to find jobs in today’s challenging labor market.

According to the Labor Department, roughly six million Americans have been out of work for more than half a year. As this article points out, there’s a negative psychological impact for these would-be workers. Being on the sidelines of the labor market for an extended period of time – six months, a year, two years, or even more – can lead to despair and pessimism. Long-term unemployment also leads to an erosion of knowledge and technical skills – the “use it or lose it” stuff that tends to fade over time.

In today’s economy, many of your new employees could be coming in from the wilderness. Like the lost traveler, they’ll be relieved to have a job – but also fearful that it won’t last. Needless to say, fear and uncertainty aren’t good emotions to start a new job with. These lingering feelings could lead to constant second-guessing on the part of the new employee, hampering their performance and making it harder for them to become part of your team.

Business-as-usual simply won’t fly in the changed labor market; when you hire someone in this environment, it’s in the best interest of both you and your new talent to give them training and support they need to get back on their feet. So, how can you make these employees feel comfortable, secure, and ready to thrive in their new positions? How can you get them up to speed so they can hit the ground running?

Lay out the welcome mat

It’s crucial for new employees to have a clear sense of your mission, vision, and values. Consider sitting down with each new employee and spelling out where your organization is headed, how they fit into those plans, and why their role is important. Have a one-on-one conversation. Get to know them, and make them feel welcome. If you have an open-door policy, let them know that they’re always free to come to you with questions and concerns.

Openness is all about building a comfort zone, where newcomers will feel welcome and have a better understanding of how they fit in your organization. This will foster a sense of mutual trust, helping you and your new employees address issues as soon as they arise. The alternative – kicking the problem down the road, or letting an issue fester – can lead to deeper problems in the future.

When it comes to your mission and vision, you might also benefit from a refresher meeting with your existing employees. This could give them the same clarity about your organization’s direction and purpose, and their role in making those things happen. It’s a great way to keep investing in one of your company’s most important assets. (If you don’t have your mission, vision, and values defined yet, there’s no time like the present! For more on building a vision, check out this article from Harvard Business Review and this Fox Business interview with Joe Kelly, an Aileron facilitator.)

Ease their frazzled minds

Step back for a moment and put yourself in the shoes of a new employee. Let’s say you’ve just started a new job after a painful, year-long job search. A lot rides on you keeping the position. There are bills to catch up on, mouths to feed, maybe a mortgage to maintain. Your thought process will probably be dominated by one very simple question: “What do I need to do to thrive in this job?”

To answer that question, provide your new recruits with crystal-clear expectations. Let them know exactly what’s expected of them in their new role. Show them what needs to be done to not only keep the job, but excel at it. And to make sure they stay on the right track once they get started, don’t hesitate to offer ample feedback on their performance during their first few months. (We previously talked about setting performance expectations in this post.)

Help them regain their strengths

After their long struggle, your new employees will be hungry for new knowledge and skills. They may need a training program: the mental equivalent of a robust workout program that gets them back on the top of their game.

Training is important in any labor market – but in today’s environment, it’s more important than ever. Consider setting up a timeline, outlining the things that need to be learned and accomplished within the first few weeks. And to ensure that all your new recruits have the same experience, designate one of your staff to be the trainer for onboarding. Allocating this resource is an investment that will produce an immediate return. Additional training tips can be found here.

Training new employees is one of the best investments you can make. This investment can…

• …give your people the tools they need to succeed. The ultimate payoff is a happier, more productive team.
• …provide you with a competitive advantage. Your business will stand out as a great place to work – and in turn, help you attract better talent in the future.
• …help you level the playing field with larger organizations, which often have extensive new-employee training. (And since they’ve been chomping at the bit to start working, your new team members will probably be excited to start learning, making them extra-receptive to your training program.)