We all hire staff from time to time, and how we onboard that employee into our association or chamber workplace is a critical first step.
Everyone is busy, but it’s important to take the time to have a formal onboarding process that will position your new staff member to be successful.
Here are four areas I focus on:
- Job Description – what a great place to start. Do you have a detailed job description for the new staff member of your organization? You might want to even have an operational manual of the duties that the previous staff member has created to help with your onboarding process. This manual could be broken down into a day, week, and monthly list of tasks.
- Set Expectations – it’s very important to set your expectations upfront. That way there will be no misunderstandings down the road. I wrote a blog post HERE on that subject matter. For me there are four expectations: professionalism; positive attitude; strong work ethic; and results.
- Resources – give that new staff member the proper resources that will allow them to excel in their new job. What do I mean by resources? Your time, the technology to accomplish the tasks at hand, and the ability to learn your organizational structure (staff vs. volunteers) and the mission of your association or chamber.
- Feedback – it’s critical to be honest and constructive in giving ongoing feedback on how your new employee is doing based on your expectations and the expectations of your members.
I’m reminded of a staffing concept laid out in Jim Collins’ book Good to Great. The book shares a lot of good information, but I want to highlight where he talks about getting the right people on the bus.
Do you have the right people on your team (bus)? And are they in the right position (seat)?
Something to think about!
For a great article by The Bridgespan Group on onboarding and supporting a new CEO, go HERE.
Originally published on chamberleadership.com.
Leave a Reply