5 top tips for supporting a new employee
When joining a new team, it can be a daunting process for both the employee and the employer. To ensure it is a smooth transition it is the manager’s responsibility to carry out an in-depth induction, explaining all policies and procedures and making sure the employee is competent in fulfilling their role. Inductions can often go unlooked, when in fact, this is an important task that should be untaken. If inductions are not conducted it is not the employee’s responsibility if they fail to meet their job roles and responsibilities. It is effective if employees spend the first few days understanding how the nursery or setting works and what is expected of them, many childcare settings induct the employee before they enter the nursery environment as they find this works better for everyone. Once an induction is completed it doesn’t end there, further documents should be completed at set times, e.g., 4-week review, 3 and 6-month probation review, supervision, etc. Having regular talks with new employees can help identify any weaknesses, build on strengths and it give the employee opportunity to talk about how things are getting on. Here are 5 top tips on ways to support a new employee;
- Conduct a 4-week review
This review is broken down into 4 weekly reviews. It is important to diarise these reviews as they can often be forgotten. These short review meetings are beneficial in identifying issues early and working on them rather than waiting until the employee’s 3-month review. If the employee has been based in a room, speak to the head of the room to get some pointers on how they are getting on. When having these reviews always remember the good news sandwich, start with a positive, put a negative/something to work on in the middle and end on a positive.
- Create a buddy system
Having a buddy system is highly effective; it allows the new employee to shadow a member of staff and ask any questions when they need to. It provides a one person contact to go if uncertain on anything. To read more about a buddy system click here
These reviews are a time when the employee and manager meet to discuss their performance over a period of time; it will determine whether they have met their probation period or whether it needs extending to 6 months. Again talk to employees who have been working closely with the new employee to gather any information that may be useful to discuss. Always allow the employee to reflect on their performance as this is a good way of them identifying areas to improve on. Ofsted is very keen to see employees reflect on their practice and how managers provider further training to help employees meet their set objectives.
Conducting regular supervisions can give new employees opportunity to talk about how things are going if they need any further training etc. It is beneficial to set employees actions that they must meet before their next supervision, or appraisal this gives them something to work towards. Discuss between one another what these targets should be and make sure they are SMART.
Some providers do these annually, and some do them every six months, there is no right or wrong answer. Appraisals are when managers collate everything together e.g., supervisions, any review meetings, etc. and talk about the employee’s performance from an overall approach. Reference can be made to supervisions and reviews and those actions that were set. Some employers use appraisals to help with performance-related pay rises. It is often the case that employees fill out a section of the appraisal and then the employer fills out their sections, then these are discussed during the meeting. Again do not forget to talk to the practitioner’s room leader as they may have some important information to contribute to the appraisal.
All of the above points help when employing a new employee, they are simple systems to follow. However, some employers forget to follow these and can often find themselves in trouble leading to some employees failing to meet their job roles and responsibilities.