On-Ramping New Employee

Recruiting and hiring can be time consuming and costly, which is why having a great employee on-boarding process is important to employee retention. Companies spend a lot of time, money and energy on recruiting the top talent into their business. A company’s employee on-boarding process shows the extension of its culture and what a new hire can expect from them. Authenticity and transparency are important for job seekers and they continue to be important across the employee lifecycle.

  1. Define productivity:

Ramping up means getting your employees ready for the job they were hired to do. At first employees should be told at the beginning what productivity is to the business. Consistency is the key in achieving the goals of a company. Make sure you have set a realistic time period to achieve the goal and keep your employees motivated for the end results.

  1. Training needs:

Large companies train hundreds of new employees every week. They take the first step of explaining productivity to them and the motives of the company and when that has been defined, it is important to define the tools that they will be working with. To ensure that your employees are adapting and retaining, training must be done in a motivational way. This will set a tone for the training program for what is expected from the new hire in the given amount of time. To make your training more effective, design your training program keeping in mind your new employees.

  1. Learn as you work:

Even in strategic and effective training programs people tend to forget what was taught during the training. Use real-time guidance technologies which help focus the employee’s learning as a continuing process. This will the employees remember what they have learned. This will shorten training time which will cut the learning curve. It will increase employee and team productivity while lowering training costs.

  1. Assign a mentor:

Pair your new hires with an experienced mentor for a complete detailed training program while it will also shorten the ramp up time period. A mentor should be someone on which the new employees can lean on and count on. He will also be a direct person to any queries the new hires might have. Mentors have gone through this phase and they have a better understanding of the issues they might be facing.

  1. Continuous performance management:

Sales people are competitive by nature and they want to offer their very best at any task that they are given. This is obtained by achieving specific sale records but this might be a problem the company will face during the ramp- up period. Managing performance continuously will help sales manager to have an idea about how the employees and working or if they working up to the expectations of the manager they are working under. No company can afford for it’s new hires to loiter for a year. Their performance weighs on the shoulders of the company.