So when you’re onboarding people, there are a few choices you have to make. It’s like, have you had this role before or are these tasks being done by someone else? Or is this the first time?
No matter what, I still recommend that you have a good induction phase where you take people through the history of the company, what you actually do, have them investigate how your product works, look at competitor sites, reviews, speak to customers, look in the helpdesk. Like, really immerse them in what it means to be in that company.
But if they’re experienced, and they’re taking over a role that you’re replacing, ask them to have a look around and offer you suggestions because then they become a stakeholder in their own environment, and you may be the beneficiary of knowledge they bring to the table. Plus, it’s going to be a good time to flag bad habits, potential bad habits that they might intend to do, but you don’t do in your business.
And of course, if they’re brand new then just give them far more training than you ever thought someone would need. Because training is the key to having someone doing things the way that your business needs it done. And the better trained they are, the better they perform. And it’s such a good return on investment when you do this versus bringing in untrained people and letting them fly by the seat of their pants. It’s usually going to result in a departure at some point, either your business departs or they depart from the business. So go for the training.
And when you have experienced people, take advantage of that experience. Let them show you ways. Often you’ll hire people with more experience than you have in a particular thing. And that’s an asset.
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