Yesterday I suggested using Robert Roberts’ House Servants Guide as a guide for your new staff on-boarding process; today I have a better model to share.
My colleague Brian Gardner has crafted a beautiful example of how to onboard a new staff member and help them to understand priorities, expectations and norms. He has generously given permission for me to share this with you, and I do so in an editable format so that you can create your own version for any of your future staff.
Even better, the essential responsibilities and priorities can be adapted to become a 6 month evaluation (done by the employee, the supervisor and any direct staff) to allow for conversation and course correction before any dysfunctions get out of hand.
When a new employee begins their position, their training and orientation often occur in an informal way. In addition, there is so much information for the employee to take in that it is often confusing for them to know where to start. Even more challenging is the process of prioritizing what is most important and what matters for long term success. This document addresses all of these issues.
As a supervisor, it is important to have clarity in your expectations and to ensure that your employee is aligned with them. What better time to do so than starting on Day 1? Whether you model the House Servants Guide or Brian’s onboarding document, I hope that you take the time to begin your new working relationship with specificity and focus.