Top 10 Ways to Turn Off a New Employee
10 Ways to Make a Bad Impression on a New Employee
You want your to experience his new job as a major turn on. You know that of a new person's employment. You know that how you orient and train a new employee will affect the new person's ongoing success.
You also know that the employee's is the most significant retention tool you have. Knowing all of these facts, why then do organizations so often act in ways that create the opposite result? Seems crazy, doesn't it?
These are the top ten ways to guarantee that your new employee will start off on the wrong foot–possibly forever. Yes, that is . You have just one chance for a lasting first impression. Make it the best first impression you can by avoiding these top ten employee turnoffs.
New Employee Turn Offs
- Make sure that a work area has not been created or assigned. (Let him sit in a hall or share a cube for the first few days while you scramble to create a work area.) Nothing is worse than not giving your new employee a home. It is the new employee's first experience of caring.
- Schedule the new employee to start his or her new job while the manager is on vacation or away at a conference. Have no one else prepared to give the new employee meaningful work or training while the manager is gone. In general, employees start their first day in a meeting with their manager.
- Leave the new employee standing in the company reception area for a half hour while reception staff attempt to figure out what to do with him and who is expecting hi. Employees need to welcome a new employee in an informed, supportive way. They ought to know who is expecting the new person and direct the person according to the manager's instructions.
- Leave the new employee at her workstation, to manage on her own, while coworkers pair up and head out to lunch. Schedule lunches for the new employee for the first few days so the employee has a chance to meet people. Then, she can begin scheduling lunches on her own.
- Provide an hour in a noisy lobby for the new employee to read and sign-off on a 100-page . Better? Send the paperwork and handbook to the new employee in advance. Make the time at work about answering questions and clarifying meaning when the new employee meets, on the first day, with HR.
- Show the new employee his office and don’t introduce him to coworkers or or buddy who will help the new person integrate into the new workplace. Having friendly, interested coworkers starts new employee retention and satisfaction from the first day.
- Assign the new employee to a staff person who has a major, career-impacting deadline–in three days. A new employee has needs, too. Planning to meet them will ensure a long, fruitful relationship. Understand the time commitment that mentoring a new employee takes.
- Assign the new employee to (you fill in the blanks) your most unhappy, negative, company-bashing staff member. Negativity is contagious. Don't want to infect the new employee? Better question. Why do you employ a negative, unhappy, company-bashing staff member at all? None of your employees need this daily impact. But, for a new employee, it can have an immediate impact on his view of your organization forever.
- Assign the employee busy work that has nothing to do with her core , because you are having a busy week. New employees thrive when they feel immediately valued and productive. They want to make a contribution now.
- Start the or two-day during which personnel make presentation after presentation after presentation after presentation... Bad news.
If you can avoid these obvious turn offs when you have a new employee start a new job in your organization, you are taking the needed steps to ensure the new employee's success. You are paving the way to ensure her long-term contribution. That's a win-win situation for all of you.