Employee onboarding: the most exciting time of the year after Opening Day! In minor league baseball, most teams operate on a sort of skeleton structure during the offseason and then add full-time seasonal trainees or interns to their staff in early spring.
Last year was my first time supervising someone in a full-time role. I learned quite a bit through that experience and wanted to share my plan of action for this season’s upcoming employee onboarding!
I think one of the hardest parts about being a supervisor is figuring out how to relate and work with people who are different than yourself. Last year I had my trainee fill out a Motivation Checklist so I could learn more about her and how she operates in order for us to be most successful as a team. Some other great ways to get to know each other are Myers–Briggs, Enneagram, and Predictive Index tests. It’s important to not only learn what your employees are like but for you to share how you operate as well.
New this year, I have created a Stripers Social 101 powerpoint for my trainee. This is a growing composition that will be a go-to spot for them all season long. Here are some elements it includes:
Social resources and tools I commonly use
Apps I commonly use
How to use our content calendar
How we name/post links
Routine responses to fans
Fan concern reporting
Social Media contest procedures
Our 2019 style guide and graphic design tips
FAQ we get on social
Once the new employees have settled into their role and understand their responsibilities and how the office operates, I like to set individual performance goals. Yes, we have team and organizational goals, but each individual needs to have their own goals to work towards. And of course, they need to be SMART goals! I like to see 4-5 goals with at least 1-2 goals geared towards personality characteristics or professional development. Once those goals are created, we have an initial meeting to discuss them, a midpoint meeting to discuss progress and a final meeting to discuss success. The great thing is, these are usually tasks/responsibilities that are perfect to add to a resume!
Another positive of employee onboarding: LUNCH! Taking your new employee out to lunch is a great way to take a break from the onboarding process and get to know your new teammate on a more personal level. You don’t need to throw 1,000 questions at them all at once; let the conversation flow naturally.
I am not a very experienced manager, but I am very Type-A and I have learned that I’m great at teaching and delegating. I hope you were able to take a few things away from how I onboard employees and I would love to hear about some best practices at your team/school. Feel free to drop them in the comment section below or reach out to me on Twitter at @XoxAMM.