3 Tips for Employers to Embrace Your New Hires

This weekend, many graduates will complete their education and look towards their future careers. If you’re on the receiving end of one of these bright-eyed graduates joining your herd, you may be unsure of how to set them up for success. After all, we hear all the time about how different millennials are, not only in their expectations, but in their communication style. Good news: it’s really simpler than it seems. At the end of the day, there are three key ways that your herd can set these new graduates up for success.

First, Give them Context.

You have to remember that they know nothing about your business. So, the questions they ask and the comments they make are coming from a place of curiosity and eagerness to learn. To get ahead of these questions, take the time in the first two weeks to walk them through the history of your company and the rationale behind the big decisions that have gotten you to where you are today. They will appreciate feeling like they are “in the know” and it will save you both time in the long run because they won’t be repeating the mistakes that your herd has already learned from.

Second, Show them their Network.

Peers are the highest influencer that this generation has. They grew up in a culture where they could get opinions or information from millions of people with the click of a button. Don’t let the four walls of your building discourage these new hires from building that network to help them grow in your company. Guide them to internal stakeholders that will be key in their development. Encourage them to look externally for perspective and mentorship. This network that you help them build will ultimately increase their engagement and bring in fresh new ideas for the business.

Third, Check In – Often.

Another side effect of the digital age is that these millennials expect constant feedback and/or recognition. Rather than pushing back on that, embrace it. This is an opportunity for you to help them become the type of employee that you want them to be. Thirty-, 60-, and 90-day check-ins are a good foundation but even weekly 1-on-1’s can are valuable as you can help them with projects in real time. After about six months, they should start to feel more comfortable and you can check in less often. But, quarterly development conversations should still continue.

If you commit to doing these three tips in the beginning, you’ll set yourself and your new hire up for success. If you’ve got more questions or want to hear my perspective about a specific situation, feel free to set up some time with me on my Strengthen Your Herd page.