First Day at Work–Tip of the Week

On a new employee’s first day at work, or at least during the orientation process, the employee’s supervisor should engage the employee in a heart to heart conversation.  And it should go something like this from the supervisor’s standpoint:

We’re glad to have you on board.  Your job is important to our company.  We think you can do it.  That’s why we hired you.  It’s my job to make sure you do it well.  I’ll be paying close attention to your work initially to make sure everything is going as it should and to make sure you’re learning the job.  I’ll coach you when necessary.  You need to come to me anytime you have questions or problems.   I’ll be sure and let you know how you’re doing.  If you’re doing a good job, I’ll tell you.  If you’re not, I’ll tell you that, too.  We have a progressive discipline system that can come into play if job performance isn’t what it should be.  If we work closely together, it shouldn’t be necessary to use it.  But we will if it’s appropriate.  I’m looking forward to working with you.  Let’s talk often.

If you’ll have that heart to heart talk, it’ll be much easier for you to deal with problems when they arise.  “Remember the talk we had on your first day.  I have to tell you that you’re not doing a good job.  We’ve got to fix that–soon.”  Then move forward with the fix, even the progressive discipline system if it’s called for.  Talk to the employee as soon as you see a problem.  And I’m talking about a real problem.  Don’t nitpick.  But don’t wait to deal with a real problem, even if it occurs within the first week of employment.  Failing to handle situations like this promptly and professionally results in poor employees hanging around a lot longer than they should.

 And also remember–if the employee is doing a good job, tell him or her exactly that.