Hit the Ground Running: Four Things to Do Before the New Hire Starts

By Dean Hoppe

You have just filled a key job in your organization and are anxious for the new hire to start. You have announced that she is coming on-board; now, it's a matter of just waiting for her to arrive. Right? Wrong! Don't wait for day one; there are actions you can take to ease that new hire's entry into the company. Here are some tips that you will want to consider:

Jump Start the Learning Process. Whether she is the new CEO or a first time manager, the new leader has a lot to learn about your organization. Make it easy for her. Gather articles, financial reports and information about her new direct reports; any information that gives her context, insight and knowledge will pay dividends. Put her in touch with key stakeholders (board members, customers, colleagues and vendors) who can accelerate her learning. Create a learning strategy!

Minimize Distractions So the New Hire Can Focus on What's Important. Make certain that her office is ready on "day one" and ensure that she has the security clearances, administrative support and technical tools she will need to do the job immediately. If she is relocating her family to your city, take steps to provide them with the resources and support needed for the transition. Do everything you can to enable her to focus on the job, including helping resolve challenges that may have accompanied the move.

Fill the Airways with News of the New Leader's Arrival. Go beyond the formal communication that announces the new leader's hiring. Provide information on the executive's role, her background and why she was hired (what she will bring to the organization). Meet with the new leader's team before her arrival to answer questions, surface concerns and solicit their support.

Open Doors to Key Colleagues. It will be critical that the new leader establish strong relationships with certain key colleagues early in her employment. Schedule the new leader to meet with those individuals and ask for their support and assistance in acquainting her with the organization. Some organizations assign an "informal internal mentor" to be available to support the new hire.

The success of your new leader ultimately rests on a fast but well-planned start. Don't wait until her first day to ensure that her entry into the organization is smooth, efficient and productive. By doing the above you will be easing her transition and sending her a clear message-both that she is valued and that she has made the right decision to join your organization.

Editor's note: This article was written by Dean Hoppe, Senior Consultant/Executive Coach. Through a variety of proven and practical coaching tools and processes, Dean works with new hires to ensure and accelerate the assimilation of a new hire.