Animal Health Jobs : Contribute to Productivity

Teresa: What things do contribute to productivity during the second phase of the onboarding process Animal Health Jobs?

Stacy: You might be surprised to know that employees still need much of what they needed during the first phase. They still need to feel as though they’re wanted, and they still need to be assured that they made the correct decision. In fact, during their first few days on the job, they’ll be subconsciously assessing the situation in that regard, looking for clues that accepting the offer was the right thing to do.

Also during this second phase, the candidate should have access to everything they need to be successful at their job. This includes all hardware and software tools, a parking permit if that’s needed, a map of the building, etc. Organizations that are proactive about onboarding will have already passed some of these items along to the employee, even before they start their first day of work.

Teresa: What else does the employee need during this second phase?

Stacy: It’s helpful to think of these two phases in two-week increments. There’s the two weeks between the acceptance of the offer and when the employee starts work. Then there’s the employee’s first two weeks on the job. There are three things that are especially important during this second phase. Those things are training, co-worker interaction, and the communicating of expectations and setting of goals.

Teresa: Wow, that’s certainly a lot.

Stacy: It is, both for the employee and the company Animal Health Jobs, but it’s critical for the employee to be fully engaged during their first two weeks on the job.

First, they should be receiving any and all training that’s necessary, including training specific to their job requirements, as well as training that’s specific to the company itself.

Second, they should be interacting with as many of their co-workers as possible, especially those they’ll be working closely with. Not only will this help them to get up to speed more quickly, but it will also help them to assimilate more easily into the company culture.

Third, the employee’s manager should be working closely with the employee and letting them know exactly what’s expected of them, both in the short term and the long term. At the same time, they should be discussing and setting goals for the employee, once again both in the short and long term.

Teresa: Hearing all of this, the word that comes to mind is “engagement.” It seems as though the more a candidate is engaged, the better the onboarding process will be.

Stacy: That’s correct. Engagement holds the key to an effective onboarding process, and as I mentioned at the outset, it requires an investment of time, energy, and effort. Those organizations that are willing to make that investment and fully engage candidates during both phases of the onboarding process are going to experience more success with it.

Their employees are going to get up to speed more quickly, they’re going to be more productive, they’re going to be more satisfied, and they’re going to stay with the company longer.

Teresa: Stacy, thanks so much for all of this great information today Animal Health Jobs.

Stacy: Thank you, Teresa. I look forward to our next podcast!