How to maximize the productivity of new team members
Hiring a new team member can be difficult. An oft-cited statistic from SHRM shows the average cost per hire approximately $ 4,129 in 2016. Since then, with a pandemic, remote working and an ongoing employee crisis, the price has only increased. In addition, the need to maximize productivity is essential.
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With so much capital invested in the hiring process, it’s critical that you get what you pay for with every new hire. Of course, this translates to literal dollars and cents on a spreadsheet. But in your day-to-day management activities equals productivity.
If you’re in a post-covid hiring wave – or really, every time you bring a new member to your team – it’s critical to have a strategy in place to get them produced as quickly as possible.
Here are some tips for maximizing productivity:
1. Focus your integration on what matters
According to the Gurulocity Brand Management Institute, 81% of brand managers and marketing vice presidents identify inadequate training as a significant problem for employees. Training is linked to both school education and on-the-job training.
In other words, often a lack of results is not contingent on a similar shortage of talent. Many employees access high potential jobs. Instead, the gaps come from a lack of proper training and development after hiring.
There is little that leaders can do about inconsistencies or inefficiencies in the college system. You can give a resume more weight with more reputable academic institutions, but otherwise your hands are tied.
However, on the corporate side, you have a lot more influence. If you want your new hires to be productive, it starts with your own onboarding process.
It’s easy to blame onboarding as a necessary period of delayed productivity as a new hire finds its foot in the water. If you have that point of view, however, it’s time for a drastic change. Rather than seeing your onboarding process as a drag on results, embrace it as a long-term game for exceptional productivity in the future.
Invest time and resources in creating an onboarding process that truly serves your new hires. Provide them with the tools and knowledge they need to thrive in their jobs. Maintain strong lines of communication. Put in place supervisory staff.
However you choose to approach it, be sure to treat your onboarding step as a golden productivity investment opportunity.
2. Streamline your work as an integration administrator
Let’s focus on another aspect of integration before we move on. There is one area where bringing a new member to your team can be time consuming and counterproductive, however you approach it. Then, of course, we are talking about the paperwork.
Onboarding new staff involves a heavy amount of paperwork. From payroll to benefits to NDAs, the list of forms and signatures can go on for days, literally. In fact, Glassdoor estimates that having a recruiter process paperwork for 50 new hires per year can costs a business $ 12,500 – and that’s a conservative estimate at best.
The good news is that while paperwork is a bane that will plague professionals forever, there are ways to cut down on the hassle. For example, there is currently a wide variety of HR software solutions. We will not go into specific recommendations here, as the size and recruitment of each company should have an impact on the type of program they should consider.
Suffice it to say that organizing and streamlining your administrative work on integrating into a program, preferably in the cloud, can be helpful. This cuts down on the amount of legwork your employees have to do when hiring a new hire.
Another option is to have new hires complete their onboarding duties before they are on the job. Doing their papers ahead of time can be an inconvenience for them on some level, but it allows you to start training new employees in the areas that matter as soon as they are there.
Reducing the overhead of processing paperwork for new employees is a great way to maximize productivity. It impacts two areas.
First, you free up your recruiters to focus on other non-essential activities. Most importantly, you also set the stage to start training new members of your team as soon as they start. Starting directly on job tasks rather than paperwork allows for greater focus and faster development as they settle into their new jobs, which in turn translates into increased productivity within a short period of time. shorter time.
3. Focus on examples, goals, communication and expectations
Getting into a new job can be overwhelming for an employee. They gather an avalanche of additional information and try to adapt to your business culture.
If you want your new hires to be up and running within a reasonable timeframe, it is essential that you focus on four key areas: examples, objectives, communication and expectations.
Leading by example is a classic productivity booster. Your example is to demonstrate the behaviors and responsibilities that you want to see from your employees.
Clear demonstrations of leadership can be as simple as showing up for work on time or sitting down and to pay attention during a welcome presentation. It can also come from the time management tools you use, the way you respond to emails, and other areas of production.
By leading by example, you recognize yourself while demanding the most from your new recruits.
Setting clear goals is a crucial aspect of productivity. This doesn’t just apply to your existing employees and larger team activity. You can also set goals for new team members.
Your onboarding goals for your new members may begin with onboarding training and other training. From there, give new hires SMART goals (specific, measurable, achievable, relevant, time-based) appropriate to their current level of expertise and training.
As you set goals for yourself, start to let go of some control as well. Giving new team members both autonomy and goals can create synergistic results as they feel empowered and directed in their last job.
Communication is another aspect of productivity that is true in all areas of business. If you don’t connect and exchange information with the right people at the right time, it can take a toll on productivity.
The remote nature workplace makes communication even more difficult. So be sure to establish clear lines of communication for new members of your team.
If you work in an office, maintain an “open door” policy for new hires. If you are in a hybrid or remote environment, implement specific communication tools and protocols. Then, focus on open communication throughout the onboarding and training process.
Expectations go hand in hand with goals. However, they are not the same. A goal or objective defines an end point towards which you are working. Expectations communicate the role you expect from an individual to help your team get there.
Existing team members can often synchronize with their expectations without difficulty, as they are used to their role on your team. A new hire, however, will need well-defined expectations communicated to them. But, again, it can start with simple responsibilities and expand as they become more comfortable.
Setting expectations ensures that new team members don’t just learn how to function in their positions. They also learn how to become a productive part of your team’s collective success.
Getting the most out of your new team
It doesn’t matter if you are working with a new team or just one new recruit. In either case, it’s essential to think about how you will get the most out of your employees.
Your approach to new hires should be an intentional strategy with a plan in place. First of all, cut the red tape as soon as possible. Then create a clear and practical path through the onboarding and training process. Then focus on being an example, setting goals and expectations, and establishing clear communication.
If you can do this, you will be able to maximize the productivity that you get from each of your hires.
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