The following post is written by Bill Higgins and is the conclusion to his last post. In addition to his last post, you may remember him from his previous guest posts. Bill’s following post gives us great insight into how a Christian business should approach onboarding new employees. I think you should get some great ideas from his post!

Onboarding New Hires

You have sounded the “All aboard!” in the form of a job offer, but it takes several other activities before new hires can settle in for the ride.

The scriptures will provide a backdrop and principles for planning your onboarding activities leading to employee integration and effectiveness. The following will present some guidance; whether you incorporate them through mentoring, an orientation class, e-learning, or a blending of several of these methods is up to you.

Onboarding Must Do’s

However you decide to do it, here are the remaining focus items you want to be sure are included in your onboarding activities:

People:
Some new hires will be so focused on their job, their tasks, they forget the people element. They forget they are part of a team. They forget their efforts or decisions impact people downstream. They forget people don’t always see things the same way they do.

That’s why the onboarding process must emphasize that people are important regardless what your job is. Remind them to learn to give and take criticism and to learn how to function as part of a team and call for help when they need it, or volunteer to help others when they need it also.

More people struggle with change than embrace it with excitement. Remind them of this as they start their new job. Some changes will be met with enthusiasm; others will be resisted and actually lobbied against. Don’t discount the feelings of those who make the plan work or those impacted by it. Feelings aren’t always grounded in reality. They’re just feelings, but they do affect the way people live.

People have all kinds or reasons for resisting. The reasons aren’t important, the people are. People need to be treated with respect, even if they oppose your ideas, plans, and changes.

Galatians 6:1-10 helps us understand the importance of people when it says, “Carry each other’s burdens, and in this way you will fulfill the law of Christ.” The word translated “burdens” here is a word that means a load too difficult for one person to carry alone. We are to watch out for people and help them through the difficult times. New hires need to learn to be aware of this.

Take think time:
One of the things we see from Paul’s action plan as documented in Galatians 1:15-18 is that he took three years to spend time with the Lord, thinking and praying before launching into anything resembling “productive work.” He wasn’t just converted and then launched into ministry.

It’s important for new hires to understand there is no substitute for taking time to think. One sage put it this way, “There’s never time to do it right, but there’s always time to do it over.” The difference between the two is often time to think it through.

There will be deadlines new hires will be expected to meet, but they must also get used to thinking about their job, the processes, the plans, and the way things are done. Out of this comes new, more efficient ways of doing things that often save time and money and improve quality.

Time with leaders:
Galatians 1:18 tells us when Paul was launching his ministry he went to meet the man who was the most recognized leader in the first century church, Peter. Leaders in organizations are tasked with aligning the business goals of their units to the overall goals of the organization. To do this may necessitate changes in structure, processes, or business relationships.

It’s helpful for new hires to hear directly from their business leaders, just as Paul did, what their perspective and long-term plans are. The leader can also provide insight to the organization to make the early days for the new hire more efficient.

Encourage new hires to reach out to their business unit leaders and supervisors to initiate meetings with them. Provide new hires with a list of topics they can include on the agenda to make effective use of the time. The following topics make a good list to start with:

• How members of the team work together
• Who on the team is expert in what subject
• Who are the recognized team leaders
• How the leader got to their position
• Their long-range plans
• How the new hire can best contribute
• What will be good for them to learn

Good Onboarding Is Critical

Onboarding can be a foundational time that sets the tone and provides a baseline for new hires. To accomplish this, haphazard assignments just won’t cut it. The points outlined above, and in my last post, will give you ideas on how you can make the most of your onboarding of new hires.

Those early days set the tone, inspire, inform, and engage. Start them out in the right direction and “…when they are old they won’t depart from it.”

About the Author:
BILL HIGGINS is currently the Managing Director of MindWare Incorporated, an independent training and career coaching consulting firm. He previously served on the pastoral staff of churches in the U.S. and Canada, and worked in a managerial capacity for industry leading organizations. Bill is a graduate of Biola University and Talbot Theological Seminary and his book; Your Road to Damascus: 6 Biblical Secrets for an Effective Job Search is now available on Amazon, Barnes & Noble, and MindWare Publishing websites.