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How To Bring "Rookie" New Employees

2011/3/29 14:23:00 56

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Rookie New Staff Team

Bringing a new team is still very worrying.

One word: tired.

But in the face of a blank sheet of paper, it is still the responsibility to take them as leaders.

In the process of bringing new people, my biggest feeling is compact checkpoint and communication at any time.

Let me give you an example.

A new

Plan

I didn't have much experience to join my development team.

For the first time, I asked for my work assignment and said that I would check it a week later, but a week has passed. I found that the inspection was not completed and the direction was deviated.

After explaining, I asked for the task second times and asked for inspection after 3 days. After three days, I checked the work and found that I continued to run away.

The third time I asked for work, I answered it in the morning, asked to check after work, and later found it was still running away.

At this time, as any supervisor, it is estimated that it will go mad.

But later, my planning director began to take the trouble to check the work of the new employee every two hours, and instruct and correct him at any time.

The result is very ideal. In a few days, the established tasks and targets can be basically completed.

In fact, from this example, we can find that for a new employee, ability is always available, but it leads to unable to complete work or postpone. It is basically due to the failure of the boss to understand and grasp the key points of work.

At this time, a supervisor simply asks for milestones and performance. It doesn't make much sense. The results must be unfinished or not up to standard. Process correction and detail guidance become the key to the training of the new employee.

A few days ago, this new plan was to complete an important milestone. I, along with the planning director and chief executive, stayed with him to help him complete the work because

team

I have an unwritten rule that employees are not working and their direct leadership is to be accompanied. This move is to keep up with his subordinates at any time.

Communicate

The purpose of making overtime work is clearer, not to do useless and meaningless classes. In the process of accompanying, it can be corrected and directed at any time.

You may think this is very worrying, but there is no way. In today's fierce competition, it is impossible for you to expect perfect employees.

While we were working overtime, the new employee was very nervous, but he finished work at nine o'clock in the evening.

We all went off work happily, and I asked him, "what's going on in these weeks?"

He replied, "yes, but it is very effective and learned a lot."

Indeed, as soon as this employee joined my team, he would have to work for these three days. Maybe he would work for two weeks, which may not be able to meet our expectations.

In the next few weeks, is this the result that my team and he wants?

In fact, bringing new people and bringing teams is just like this.

I never expect my team to be elite, but I also hope that my team has the ability and mechanism to cultivate elitist.