You’re leading a team of new hires. How can you help them succeed in their roles?

You should have an onboarding program for new hires that orients and directs them in their first 90 days of employment. This program should include SMART goals, expectations, training sessions, quick wins or milestones to hit to track progress and celebrate achievements. Make time to introduce the new team members to others in the company and discuss company values in order to welcome them into the culture.

A base para o sucesso começa com expectativas claras. Certifique-se de que cada membro da equipe compreende suas responsabilidades e metas. Uma comunicação transparente desde o início é fundamental para criar um ambiente de trabalho produtivo. Em minha experiência, percebi que a clareza nas expectativas resulta em uma equipe mais alinhada e focada.

Specify project goals, timelines, and deliverables in a detailed project plan. Clearly outline individual responsibilities and how they contribute to the overall objectives. Regularly communicate expectations through team meetings and follow up with written documentation for reference.

Offer thorough onboarding along with training and defined expectations. Create a welcoming atmosphere where people feel free to ask questions and view failures as teaching opportunities. Assign mentors to provide direction, provide frequent feedback, and place a high value on teamwork and unity.

You absolutely must have training sessions that align with the essential functions of the role the team members are learning. It's ideal to have various forms of training (in person or via Zoom, recorded videos, workflows, and how-to) in order to accommodate all types of learners. Repetition in learning is key and using the "See one, do one, teach one" model of teaching can help trainees understand their tasks through practical experience. Consider gamification in your training materials to make learning engaging and fun. Review your training materials regularly to ensure they are current and still applicable to the role. Follow ups after training and feedback that asks for takeaways is important in offering additional support.

Investir em treinamento contínuo é crucial para o desenvolvimento da equipe. Proporcione recursos e sessões de capacitação que ajudem os novos membros a se familiarizarem com suas funções e a adquirirem as habilidades necessárias. Ao implementar programas de treinamento, observei um aumento notável na confiança e desempenho da equipe.

Offer personalized training sessions based on individual needs and career goals. Utilize online learning platforms or bring in external experts for specialized training. Establish mentorship programs pairing experienced team members with newcomers. Create a resource library and encourage knowledge sharing within the team.

Incentive a colaboração entre os membros da equipe. Facilite a troca de ideias e experiências para fortalecer os laços interpessoais. Um ambiente de trabalho positivo impulsiona a inovação e a resolução eficaz de problemas. Testemunhei a transformação de grupos de indivíduos em equipes coesas, resultando em soluções mais criativas.

Implement collaborative tools such as project management software or communication platforms. Organize regular team-building activities, both in-person and virtually. Foster a culture of open communication by having regular team check-ins and encouraging team members to share their expertise in cross-functional projects.

Delegate meaningful tasks that align with each team member's strengths and interests. Implement a recognition system, such as a "Employee of the Month" program or a peer-to-peer recognition platform. Conduct regular one-on-one meetings to discuss career aspirations, provide constructive feedback, and identify opportunities for growth.

Implement a performance management system with clear KPIs and metrics. Conduct regular performance reviews, providing both quantitative and qualitative feedback. Set up a feedback loop where team members can share their self-assessment and managers can offer insights. Use performance data to identify trends and areas for improvement.

You can't improve what you don't measure. Incorporate goals for the first 30-60-90 days that are Specific, Measurable, Attainable, Relevant, and Timely. Be clear on how you measure performance (graphic rating scale, narrative, Management by Objectives, a combo?) and have regular, consistent follow-ups. Be open to 360-degree feedback and ask for insight from the trainee on how you can improve your training process. You need to set an example and culture committed to developing excellence.

Praise them in public as well as in your 1 on 1 sessions. Acknowledging achievements and praising the behavior you want a team member to exemplify will go a long way in motivating them while also establishing a relationship.

Offer ongoing support and feedback: Schedule regular check-ins to provide guidance, answer questions, and offer constructive feedback on their performance. Encourage an open-door policy so they feel comfortable approaching me or other team members with any concerns or challenges.

Onboarding is a crucial phase for new hires. Poor onboarding has a huge impact on performance and turnover. You need to provide a macro view of the organization, its vision and missions and a more micro view on employee's role and responsibilities, goals. This will help them understand how they can contribute to the company success. The social part of onboarding is also key, you need to ensure a positive dynamic between team members and create a space where people feel welcomed and valued. Being curious about your employee background and aspirations can make a big difference.