New experiences can be scary, especially when you are the new employee. Think back to your first day at a new job. Chances are you didn’t know anyone except those who interviewed you or the receptionist. (What were their names??) Where to park, which entrance to use, where the bathroom is located…these are just a few of the many questions that may be running through your new employee’s mind. I always tried to put myself in their shoes and think about how they might feel.
As a former hiring manager, here are some of the things I did to help welcome new employees. Hopefully these will be a help to you as you welcome new team members on board.
• Once I received the signed offer letter, I would reach out to the employee, either by text or email.
o I would welcome the new employee and let them know how excited I was that they were joining my team. I included my cell phone number as well in case they had any questions or concerns. The last thing they needed was to get stuck in traffic or experience some sort of emergency and have no way to reach anyone. I asked them to text me when they arrived so I could meet them at the door and escort them in so they wouldn’t be left to navigate this alone.
o I included a recent team selfie, so they could see who they would be working with and that we didn’t look too scary.
o I attached a copy of the company dress code for their reference, since most of the time this is included as part of the orientation and they probably haven’t seen it yet. (How embarrassing would it be to wear something on your first day that was not in compliance?? Talk about awkward…)
o My Team Leaders and I would take the new employee out to lunch on their first day, so I would mention that and ask if they had any preferences or dietary restrictions. This prevented them from bringing a lunch that might go to waste and, most importantly, gave us an opportunity to connect.
• We cleaned their desk and stocked it with office supplies.
• Using the blank notecards that I kept on hand, everyone on our team would write a note to the new employee, welcoming them to the team. So, when the new employee saw their desk for the first time, it was clean, stocked, and inviting, with 10-15 personalized cards from their new coworkers. One team member was crafty and even drew a cute welcome sign on a sheet of copy paper, which we tacked to the wall of their cube.
• We had a short, company-wide meeting each morning, where we would briefly introduce the new employee and share a bit of personal info. (Where they went to school, where they were from originally, their previous role, etc.)
• We would also send this same announcement out to all employees in our daily company email for those who missed the meeting.
• I created a checklist for everything that needed to happen, before and after their first day, to make sure nothing slipped through the cracks. (This list will vary from company to company.)
o Add them to the printer (we each had assigned printer boxes on one large printer/copier)
o Add their name & extension to the department phone list
o Create their market account for purchases in the kitchen/cafeteria
o Add them to the lunch schedule
o Add them to any calendar invites for meetings, etc.
o Add their birthday and work anniversary to the department calendar so we can recognize and celebrate
o Create a training schedule for the first 2 weeks
• I would meet with the new employee and the Team Lead they reported to each day during their first week to check in and see how it was going or if they had any questions or concerns.
• During those first 2 weeks in particular, I made sure they didn’t have to eat lunch alone in the employee dining room, unless they wanted to.
These things helped create a welcoming atmosphere and reduce any stress or anxiety the new employee might have had. What else are you doing? Thoughts?
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Unpopular opinion: Holiday parties can be the BEST networking events.
I know the pushback on this one.
"It's a party! We shouldn't be talking business!"
"Don't make something fun very un-fun, Becca..."
"Why are you trying to make a stressful season even more stressful!"
But hear me out.
I'm NOT talking about walking around your work/neighborhood/family party laying your elevator pitch on thick.
Nope. ❌ You will not be popular at that party if you do that.
What I mean by creating wonderful opportunities for networking at a holiday party is that this is a time for you to get CURIOUS about people.
You could spend the holiday party talking to strangers/friends/family about where they parked and how the traffic was getting in.
OR you could ask them about...
✅ What they are working on right now
✅ What they are reading
✅ What they are listening to
You could follow those questions up with more questions and LEARN something new and build a genuine connection.
Then when your party friend asks YOU about what you're working on/reading/listening to, be honest!
Talk about the fact that you're...
✅ Working on making a transition in your career
✅ Reading about a new industry
✅ Listening to a podcast about entrepreneurship
You'll be AMAZED at what cool conversations you can have because you talked with people about real things, and how those real thing conversations can lead to introductions/new companies/more clients/exciting opportunities.
Don't take my word for it. Try it once, just once. Then see what happens.
I have a feeling you'll be jingle bell rocking your way into the New Year and a new chapter in your career!
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One of our faculty often berates and belittles my supervisor to the point that it's an abusive workplace for her.
I'd like to report him, but it is complicated because she is my supervisor, and he hasn't been outright abusive to me. And technically, she probably shouldn't have shown the messages he sent her to me. I've voiced to her that it's absolutely not okay and not normal for someone to treat her like that, but she is convinced it's "just how it is" with faculty (despite him being the only one who treats her like this and to this extent). I'm sure the way to navigate this will be different depending on what universities you work at, but does anyone have experience with this kind of situation? I find it extremely demoralizing, and it's incredibly hard to focus on my job having to deal with him and the way he treats my supervisor. Any advice or recommendations are appreciated!
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Reaching out for a helping hand :(.
I was seeing if there was anyone on this platform who has had experience of an appeal process with an employer and Unemployment before that can offer a quick chat or or share advise/suggestions a part from getting all my paperwork together.
-Resigned due to toxic environment
-Tried my luck with UI and got approved
-Employer is now appealing
I am nervous and I absolutely suck at advocating for myself and really could use a helping hand.
If you are open please let me know if I can send a message to you directly.
ANY HELP would be much appreciated.
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Advice Request: Transitions, Promotions and Boundaries.
Hi FGB Community,
My employer, like many, lost several talented folks during the pandemic. Getting their replacements up to speed during the remote-work time has been challenging.
My supervisor has been dangling the promotion carrot for the last year or so and they’ve been candid that I’m already performing at that level. I would agree. I know these things take time and it’s frustrating but par-for-the-course.
Now into the current challenge/opportunity. My supervisor has stepped up, leaving the position between myself and them vacant. I’ve been clear that I do not want that position, for job satisfaction and personal reasons. That position is one step above the promised-promotion. I want an outsider to come in because I think that would be best for dismantling some entrenched patterns.
But we’re constantly onboarding new staff, and I find myself covering some of the responsibilities of that 2-up position due to leadership vacuum and my own tendencies to not tolerate dysfunction.
Recently, my supervisor began dumping further tasks on my plate, and I said “Listen, you can’t keep doing this. I’m already burnt out. Please come up with a plan that involves developing more skills in some of the under-engaged or newly hired staff.” Their response was tired/cranky/retaliatory and in the vein of “Listen, we’re all in the sh*t, get in here with me”.
Wasn't their best moment. They made their own choice to step up. I’m uncompensated for the work I’m already doing.
So, any advice/thoughts on whom to involve if this gets worse or how to hold boundaries? I’m a little wary of my organization’s HR solely based on some of the outdated or disorganized trainings we webinar in to. I do belong to a union but have never considered trying to find an omansbud. At present we’re onboarding new staff without the position of their supervisor filled, so several people are covering it partially, and I anticipate a bumpy several months.
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I am working in an environment where I’m not utilizing my skills or growing.
This is making me rethink this position. I have over 36 years of administrative experience with the last several years at executive level. I have my bachelor’s degree in business administration and accounting. I want to do something else, but find that people who say let’s talk or say they’ll help don’t keep their word. I learned a while ago that I have to advocate for myself and my goals. That doesn’t mean it doesn’t hurt when others don’t come thru.
If I want to shift to contract analyst or acquisitions, is there anyone here that can provide suggestions on what I need to do to get exposure?
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Struggling to stay positive.
I have been out of work since the beginning of July. I have never been without a job for longer than a month and that was very early on in my career. I know to tailor my resume to each application but I feel like I am not getting through the ATS like I should. I am reaching out to people via LinkedIn who work at the companies and still nothing. I am so discouraged and I don't see how this will get any better with the projected job market for 2024. What else can I do?