On Ramping New Employees

You come into work that sunny Monday morning, just a few people are around since you always make it on time. There is a little room for you to reflect on how much you have accomplished in the tobacco industry you have been in for more than ten years. You smile, a sense of fulfillment brews inside of you. Yes, I finally made it. Of course, the increase in your paycheck will make you smile but the feeling of rising to a managerial level is just too surreal. Then it dawns on you, a new challenge has arrived, the goals and plans to achieve them are in order. You need a team or a top performer to actualize your goals and company’s visions. How do I hire employees and bring them up to speed on my ideals? Many employees are faced with this question, how can they ramp up new employees?

First things first, you will need a plan to integrate the new employees into your system, the process through which these new employees are to be trained to acquire new sets of skills is to be clearly stated. These sets of skills will propel them to become effective members of your company thereby firmly establishing the goals and objectives of your business. In ramping up new employees, the employer needs to be aware of what the employees need to know, what they need to do and how to monitor their progress.

Secondly, you will need to explain to the new employees the philosophy of your company. This means the reason why your company exists, the vision and mission statements. The new employees will be more in tune with your ideals once they know what you are striving to achieve. In addition to sharing the philosophy of your company with the new employees, you can as well provide them with contacts of people that can help with questions that they might have in the course of the training. You need to make them feel welcome to the team, so whatever they need these contacts should be able to provide the relevant information to get them going.

Another way to ramp up new employees is by explaining the product or services your company specializes in. For example, for the tobacco company let the new employees know what tobacco products you are into and what other businesses you have that are affiliated. Also, give them the metrics of how they will be evaluated so they can understand the consequences of achieving less or more than expectation.

Finally, help the new employees learn properly. You do not need to provide word-for-word answers to questions. You can focus on templates, scenarios and frameworks that will help them think of new ways things can be done in your company. Furthermore, make their first days welcoming: conduct regular check-ins on the new employees. Plan for different learning styles and allow opportunities for questions. Most importantly, be very clear on your objectives and how you want things to be done in the company.

After all these, you can then sit back in your chair and reminisce on how you were once in their shoes.