by Guest Author on August 22, 2013
Up until this point, every aspect of your startup has been carefully handcrafted by irreplaceable you. Putting your heart and soul into everything you do has most likely paid off, as production is high and you’re ready to hire additional help.
Understandably so, it can be difficult to welcome someone else into the precious little space known as your startup. However, if you want the new addition to work, you’ve got to strive for opportunities to connect your new employee with your startup. Here are 4 ways you can foster a lasting and meaningful introduction.
If you want to connect with an employee, then you’ve got to connect with the person behind the fitting job description. Take some time to have a casual, getting-to-know-you conversation. Strive to understand them professionally and personally; discover their goals, what works for them and what doesn’t.
Consider having this conversation off-site to reduce formality and pressure, a casual, quick lunch should work. Without getting too personal, see if you can share some of your personal hobbies, interests, and make the conversation a two-way street. The afternoon investment is worth it; the easier it is to talk as peers, the easier it will be to work together as coworkers.
Brave a Networking Event Together
While you and your new employee may feel like strangers, you do have one thing in common: the business you are representing. Immerse yourself in a bonding experience by braving a networking event together. Throughout the course of a day you two will transform into mutual alliances, protecting and promoting your brand.
An experience like this promises to be full of growth. Not only will you two align yourselves as brand representatives, but you’ll get a chance to collaborate and team build in a pretty low-pressure setting. Afterwards, continue the bonding time by brainstorming new ideas inspired by the day’s events and following up on potential business contacts.
Just because your employee is new does not mean that he/she should not have set goals. In fact, during the orientation process, it is crucial to establish benchmarks and goal lines. No employee needs to mentally prepare for direction, made effort and accomplishments- get started on day one!
From educating themselves on current projects to introducing themselves to current clients, there are plenty of small goals new employees can take on independently. It is your job to give employees the tools they need to get the job done right (i.e. background or contact info).
Then, provide them with the space needed to take on the tasks at hand and a deadline for them to follow up. Reaching small goals early on will root your new employee into your startup and will give them a confidence boost on a job well done.
Give Them Their Own Stake
Once you’ve bonded a bit and seen that your employee can deliver within deadline, it’s time to take things up a notch. A great way to connect your employee to you and your startup is to give them their own stake in it. The details pertaining to the “who, what, where and when” are completely up to you; just be sure to assign a project or duty that is strictly their own.
By affording your employee the opportunity to take on their own niche (big or small), you’re giving them the chance to make their mark. A situation in which an employee can serve as an authority and give you the updates will help foster your two-way communication. A killer confidence booster, giving employees their own stake is a great way to connect and carry on as a team.
What tips do you have for taking on a new employee?
About the Author: Kelly Gregorio writes about management trends and tips while working at Advantage Capital Funds, a merchant cash advance provider. You can connect with her through the comments section of her daily business blog here.