It’s a scenario that might sound a little absurd, but it happens all the time: a small business owner welcomes a new hire, escorts them to their work area, pats them on the back and walks away. How effective would you expect that employee to be? Probably not very effective. They would most likely struggle to learn their job, making potentially costly mistakes along the way. And their morale would never climb beyond a shoulder shrugging “It’s just a job”, at the very least because of their employer’s lack of support. Most employers hire people based on their skills, and often when they do, they also expect the employee to hit the ground running. Unfortunately, with that expectation often comes disappointment – for both the employer and the employee. Hiring capable employees is an important step in developing our businesses, but so is onboarding. If we do it right, we’ll be positioning our new hires for success right from the start. And their success is ultimately our success. Here are three important things to keep in mind when onboarding a new employee:

Empower Them with Resources.

Your new employee will perform more effectively if they know what resources they can turn to. After all, they can’t use the resources they don’t know about. Be sure to educate them on the existence and location of how-to manuals for company procedures as well as equipment. Familiarize them with any records that could be useful to them, and introduce them to the people who can provide information, know-how, and a helping hand when needed. Try to imagine yourself in the position of the new hire, with their routines and responsibilities. What potential problems might they run into? Do you provide resources that will allow the employee to address unforeseen challenges? What might they need? Try to see the job through the eyes of a newbie. This can help you identify missing resources or opportunities to improve your systems.

Orient Them to Your Culture.

Whether you created it on purpose, your company has its own culture, and your new employee is like an explorer treading strange new ground. Take the time to orient them to your company culture by introducing them to “the way things are done around here”. That includes policies, expectations, methods of communication and information gathering. Since culture is shared between people, it’s a good idea to include other team members in the new hire’s cultural orientation. Rather than learning everything directly from you or a designated manager, let them get part of their education from their peers. Allow for established employees to help train the new hire, and give the new hire ample opportunity to ask questions of other employees. Not only does it help disperse the responsibility of onboarding, but it fosters a sense of teamwork from the outset

Be Clear About Responsibilities.

Some of us make the mistake of assuming a new hire knows exactly what he or she is supposed to do in their job. However, the same position in one company could look very different in another, so it’s important that we communicate clearly about responsibilities. Give the new hire a complete and thorough picture of what’s expected of them. You’ll reduce the chances of misunderstandings and failures. Also, be clear about how the employee’s performance will be evaluated. It will help give them a framework for their job and allow them to understand and set priorities. Nobody wants an ineffective employee, and few employees set out to be ineffective. Still, many business owners find themselves dealing with what they consider “bad hires”, and employees still wind up in disastrous jobs. Many of these situations could have been avoided with a better onboarding process. Consider what you can improve upon the next time you hire to cultivate better results for your business and a fiercely loyal team member.