4 Ideas to Simplify HR

When we at STINSON Brand Innovation, rolled out our 2009 StrategicGPS, it included attracting fresh new talent.

For the new people we bring on, we have to appreciate that starting a new job can be intimidating. Think about how daunting it can be (for both parties) to familiarize new employees with company policies, practices, routines, and systems.

I like to see new employees feel comfortable taking action when joining our team. For a smooth transition and to encourage new hires to take a proactive approach to their new position, here’s a four ideas to prepare them – excerpted from a recent issue of Advertising Age:

1. Prepare a "Launch Document”

People like security; they don't like wondering if they're meeting expectations. Prepare overviews regarding the projects and tasks for which they will be responsible. It helps them prioritize and get a feel for a new position-and it strips them of excuses if they fail to make deadlines. A launch document can also give you insight to their work ethic. Did they set off on a mission to learn the task processes? If so, you probably made a good choice in your hiring.

2. Provide Resources for Information

Give your new hire a list of resources for finding information. Folders on company drives, frequently used websites, other staff members with exceptional knowledge – the list is endless. Giving newbies such lists gives them the confidence to ask questions of the right people and takes the burden off you. If they know where to find the information, there's less need to ask you.

3. Do a Full Tour, Complete With Introductions

Would you walk up to a random stranger and ask them for favor? (I might, but most people wouldn't.) Make sure to tour your new hire around the office and introduce him or her to everyone. It will allow the new hire to gain a sense of confidence and camaraderie more quickly.

4. Institute Frequent Status Checks

The most important thing we can do for a new hire is to be available. Granted your time is often limited. Be certain to schedule newbies some one-on-one time in which they can ask questions and receive your feedback. These meetings should be short, 10 or 15 minutes at most, and might decrease in frequency as your employee gets more comfortable.