Wearing at least one of their shoes


The new expert on the team

You’ve got a new team member starting in a week’s time. They did a great interview, have a fantastic CV and an impressive track record as an expert in their field. So now you can relax and leave them to get on with it, right? No, not right, not if you want to get the best from them.


Find out about them

question-markTo get the best from them find out more about them as a person. They may have mentioned their hobbies on their CV, start there. In order to impress, it is likely they will have left out the really human aspect of themselves. Take time to find out what they love doing, what motivates them and what turns them off.


Put yourself in their shoes

team-memberHowever experienced someone is, they will begin a job wanting to impress. Give them those opportunities, but show them that you expect it will take time for them to build relationships and learn the ropes. Show this by setting aside time for them to shadow staff and for informal chats. During the induction period set “friendly” targets. Be kind, put on at least one of their shoes.


Tell them what you expect

It’s great if you have given them an induction pack, company policies, and a comprehensive handbook with bells and whistles. However, don’t fall into the common trap of thinking these print outs will be enough. To be clear about what you want from them, you need to say it. Get them to tell you what they think you want from them. This can be the surest way to check whether you’ve got your message across.


Learn from your omissions

Can you recall the last person who joined your team? If there was something they didn’t get the hang of, reflect on what you could have done at the start to clarify.


Action: Be kind, make a simple gesture to show you want to relate to your new staff member on a human level.


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