Bringing in a new Supply Chain or Operations employee is a large investment to your business, and a successful onboarding process is an important facet in developing a strong relationship with the new employee. This leads directly to increased employee retention, employee satisfaction, and better performance—all critical areas in maintaining a successful Supply Chain and Operations team.
Take Care of Necessities
Send as much paperwork to the new hire ahead of time. For what can’t be sent in advance, ensure that it is ready to go on their first day of the job. This will allow for the employee to spend their first day learning about the organization, team, and role specifics.
Provide the Tools They Need
In addition to making sure your employee has their designated workspace, make sure their computer, phone, other technology needs, and necessary credentials are set-up or you have coordinated the set-up with your IT team. Go the extra mile to stock their desk with office supplies, PPE (as needed), and provide a welcome card from company leadership or their new team.
Show the Big Picture
Immerse the employee in the company’s culture. Teach them about the history, organizational structure, and products or services. Share the company’s direction and how their role will be able to impact that strategy.
Make It Personal
Meet the new employee when they arrive, and make formal introductions to their colleagues explaining each person’s role. Try to arrange lunches for their first week or few days – with their direct manager, with HR, and with several of their immediate colleagues. Throughout the first week, coordinate short introductions to important stake-holders and extended colleagues.
Create an Initial Schedule
Set a realistic task for the new employee to work on during their first few days and week. Keep them engaged with some useful work mixed in with necessary training. Create a schedule to provide them in advance with deadlines, meetings, and orientations. If they will be shadowing certain people in the Plant, Distribution Center, or office include those details as well. Defining expectations for the new-hires will calm their nerves and show the efficiency of your business.
Create Regular Check-Ins
Set reoccurring meetings to discuss their progress, address questions, and continue integrating them into the fold of ongoing activities and initiatives. Leave the door open for questions and continued immersion into the business.
Following these key pillars in your onboarding strategy will help shape the future or your organization's culture for years to come.
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