5 Things Every New Employee at Your Company Needs to Know

by Thom Tracy

2 min read

It is very important to let new employees at a small business know a few key things about the company and their roles. Clear communication in the beginning prevents future quarrels down the road and keeps both sides happy. If done effectively, neither the employees nor the employer will be hit with surprises in the future.

Most employees have major questions on their minds from the moment they start a new job. It is up to you to discuss these important issues to the new employees at your small business as soon as possible. Waiting will only be detrimental to your relationship with your new employees, which has the potential to harm the business. Communicate these five things to the new employees at your small business during employee training and development.

Employee Roles and Responsibilities

Explain each of the employees’ roles and responsibilities clearly. New employees should know exactly what their jobs consists of: their roles, their duties, their time frames, their hours and so on. It is best to discuss these items before each new hire to make sure the role is a fit. Explain every job duty in great detail. For example, telling an employee, “You’ll make sales calls,” isn’t as descriptive as saying, “You are expected to make 10 sales calls every day before noon.”

Employee Autonomy and Decision-Making Power

Tell employees whether they need approval from you for every single issue or whether they can make decisions that cost the company $100 or less, for example. Explain early on whether employees have to clock in and out daily and log their time in an online database. Communicate how much they can and can’t do on their own without requiring your direct oversight.

How to Earn More Money or Get a Raise

Performance evaluations and meetings don’t need to be nebulous for either side. A smarter approach from a performance perspective and a behavioral perspective is to give metrics to every aspect of the job. Make it clear to the employees that if they do X, they will receive Y. For example, if closing five deals a month is satisfactory, then perhaps give the employees a 10% monthly bonus if they close 10 deals. Metricize and record so there aren’t any ambiguities at performance review time.

Your Company’s Culture and What You Stand For

Each organization is unique in terms of how it gets things done. Communicate this up front to prevent a lack of harmony between your new employees and your existing company culture.

Your Company’s Values

Confirm that the employees follow what you expect of them from an ethical standpoint. You don’t want your employees acting out of the business’s character while they’re at work and even when they’re not working. This is an important discussion regarding your company’s reputation and your expectations about your employees’ behavior.

References & Resources

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