As soon as the offer is accepted and a start date confirmed, send a "welcome aboard" gift to your new employee. Examples: a T-shirt or similar promotional item, or simply a personal note from your executive director, hiring supervisor or the entire team.
Use info from the survey to plan a thoughtful, welcoming first day that includes their favorite foods (for first-day lunch!) and provides insight to personalize their integration during the first days and weeks.
There is nothing more uninspiring than reading a policy manual. Consider using a "live handbook" that includes a message from your executive director and/or sections presented by various members of the staff.
Select a respected staff member who has institutional knowledge, relevant experience and a desire to provide guidance and serve as a navigational resource.
Help new employees establish a work plan with specific job goals. Tap the ideas, perspective, experience and enthusiasm the newcomer brings to the job. Commit to getting this done within the first 30 days on the job.
The information contained in this article is intended to provide useful information on the topic covered, but should not be construed as legal advice or a legal opinion. Also remember that state laws may differ from the federal law.
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