HR responsibilities do not end after a successful applicant signs the contract. They extend to orientations for new hires and even to performance evaluation. It’s HR’s task to make new recruits feel welcome in their new workplace, let them know the rules, and ensure that they live up to the expectations that have been set during the interviews.

However, some companies tend to skip the needed introductions or go through them in a rush. This usually happens when everyone’s work bucket is full and the need for the new helping hand is urgent. A lot of startups tend to be guilty of this, too, especially when the HR team itself is new and the processes have yet to be established.

Here are 5 mistakes that such companies commonly commit after they’re done with the hiring process.

Mistake #1: Letting newbies into the jungle without proper introduction

It’s almost impossible to hit the bullseye when you’re blindfolded. The same goes for new employees, whether they’re experienced or not.

HR teams shouldn’t expect a smooth transition if they let new employees figure things out on their own. It’s important to brief new recruits about the company’s expectations as well as its rules. One good practice is to have a detailed orientation plan, which includes:

  • Specific objectives (What exactly do you want the new hires to know? Which topics do you aim to discuss on their first day? Which ones will you leave for the next?)
  • A checklist of all the needed documents, forms, and presentation slides
  • Logistics (In what order will the topics be discussed? What’s the best time to have the office tour? Has the orientation venue been booked yet?)

The next step is to introduce the newcomers to their supervisors and teammates. It’s good to make sure that everyone concerned is not too busy during the handshake. Also, don’t just introduce the new hire to the group; let the group introduce themselves to the new hire, too.

Mistake #2: Paying little or no attention to new employees’ motivation

New employees are likely to be highly motivated on their first few days at work. It’s the job of the HR team to nurture this, lest employees find their roles boring or irrelevant shortly after their start date.

Both the management and the HR teams should not forget to give newbies a tap on the shoulder as soon as they start hitting their goals. If they fail or underperform, make sure they understand what’s expected of them and how they are being evaluated. Ask them about the things that motivate them to work hard, then paint a clear picture of how they can maintain or achieve those things if they deliver. 

Don’t forget to ask them what the company can do to help them fulfill their roles. It’s the company’s success that’s at stake here, after all.

Mistake #3: Ignoring the bond

Adding a rookie or two to the team will surely affect that team’s bond and behavior. That’s why it’s very important to anticipate as well as to manage what both new hires and old employees would do after the introductions.

Supervisors or the HR team can appoint someone to be the new hire’s work buddy. The work buddy’s task will be to help the newcomer foster a good working relationship with each team member. To manage the group as a whole, ensure that team meetings and team-building activities are conducted – with the attendance and participation of the new employee.

It’s crucial to make sure that each employee gets along well with one another, especially if there are new team members. Working relationships shape the company’s culture, which newcomers will define by their first impression of their colleagues.

Mistake #4: Excessive monitoring

New employees expect their supervisors and the HR team to check on them from time to time. Too many monitoring activities, however, will tire them out. Any well-meaning company would not want to make new hires feel as if they’re not being trusted enough. Not to mention that some people tend to be less productive when higher-ups are breathing down their necks.

The lesson? Give employees some room to explore. Trust that you hired the right people.


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