5 – Ensure the workstation is ready to go on the new hire’s first day
Have you ever arrived for your first day at a new job only to find your boss say “Oh, we’re a bit disorganized – we haven’t organized your desk just yet!” Needless to say, this is not a great way to welcome a new team member and instil a sense of diligence and purpose.
As with many of the points on this list, it might be worth making someone within your organization responsible for taking care of all these seemingly “minor” details so that your new hire’s onboarding experience is pleasant and lays the foundations for many years of loyalty and team spiritedness.
6 – Set clear expectations and show how the position is critical to the success of the entire organization
Okay, so now we’re getting into the nitty gritty of what you actually expect from a new agent when it comes to their performance. Hopefully this will have been fairly well-defined during the interview process, but it’s important to reinforce just how they fit into your organization and how you’ll be assessing their performance.
Get this right and you instil a sense of purpose and loyalty in new hires. Get it wrong and you could end up with your star new recruit feeling like just another cog in a machine, and wishing they’d taken that job with your competitor. It’s not hard to see which of these outcomes is preferable for the long-term success and satisfaction of your team.
7 – Understand that the onboarding process should last at least for the new hire’s first 90 days, but it will be much more effective at six months to a year
Onboarding isn’t a process that ends after a recruit’s first month or two. It needs to be an ongoing process that can last as long as their first 12 months in a new role. All of the points mentioned here should be mapped out with a level of intensity that diminishes over time. Too many companies see the onboarding process as something that stops after a very short period at the end of which the new employee is no longer the “new guy”.
New recruits need continued support in order to feel like a valued, trusted member of your team, so make an effort to chart out how the induction process is going to work over the long term – not just the first week.
We can see a common thread emerging here. Almost all of these points revolve around making new employees feel like a valued and heard member of your brokerage. Organizations who take a “people first” approach and are able to put themselves into the shoes of new agents are the ones that will prosper when it comes to reaping the rewards of stellar onboarding.