Managers should refer to both the New Employee Onboarding Checklist (Supervisor & New Hire versions) to ensure that all supervisor and employee tasks are complete.
All employees must visit the Human Resources office on or before their start date to complete an Employment Eligibility Verification form (I-9). Federal law requires that any person employed by the college must complete an I-9 within the first three days of employment. The employee must provide appropriate, original documentation for review and verification to HR. Failure to provide the proper documents may delay the start of employment or be cause for termination.
The offer letter will state the date and time that the new hire paperwork benefits orientation will be held. Add this information to both the new hire’s and supervisor’s calendar.
Make the first day welcoming and meaningful.
Familiarize yourself with the Onboarding process for the Employee on our Onboarding site.
Engage with the new hire by checking in with them on a regular basis. Ensure they complete the Onboarding Checklist and attend the benefits orientation listed in their offer letter.
Adjust the schedule for the first two weeks as needed.
Best practice suggests that new employees should be assigned a “department mentor” to help them navigate the complexities of a new position at a new organization.
Evaluation forms should be completed by both the supervisor and the employee 90 days after initial hire. The evaluation form is intended to serve as a check in conversation between the employee and supervisor.
New Hire 90-Day Job Evaluation for Employee
New Hire 90-Day Job Evaluation for Supervisor
St. Olaf encourages open communication within the department/division; however, if the employee is not comfortable sharing their responses with the supervisor, they may submit the form to the supervisor’s manager and via email to Human Resources at employment@stolaf.edu.
The supervisor’s new hire evaluation should be sent to Human Resources either via campus mail or email to employment@stolaf.edu.
Employees who are engaged are emotionally committed to the college and its goals, meaning they genuinely care about their job and go above and beyond the call of duty. Engaged employees are happier and are more productive and innovative, while also being less likely to leave their job. Employee engagement involves helping your employees feel appreciated, see their work as valued, and feel connected to their team. Supervisors should lead by example in order to create a positive work environment and promote individual growth.
Effective ways to engage employees
- Communicate clearly. When there is a definite connection between an employee’s work/purpose and the business strategy, a line of sight is created that gives them a reason to come to work and put in their best effort. Being open and acknowledging the dedication of your employees, makes their work more fulfilling.
- Coach rather than manage. Leadership is about building connections and inspiring people to want to follow you.
- Establish clear performance metrics and hold the employee accountable
- Check in regularly with employees about performance. Leverage Individual Development Plans and performance reviews to gain insights into employees’ goals and aspirations.
- Create growth opportunities. If employees feel trusted and believe that their work is valued, they will naturally feel more inclined to do their job well. Help your employees develop and incorporate their personal growth into your overarching organization goals.
- Celebrate employees and recognize them for a job well done. Employees who receive recognition are 7 times more likely to stay with the college. Recognition can be as simple as writing an employee a message on their birthday or work anniversary, taking the time to say “thank you” for a job well done, or sending them a handwritten note.
If a manager doesn’t regularly sit down and have conversations with employees, they miss the whole opportunity to find out if employees are getting what they need from the college.
Recognizing the warning signs that an employee might leave
While a certain amount of turnover is inevitable and may even be desirable, no manager wants to be blindsided by a valued employee’s decision to leave. Minimize the surprise factor by learning to read and respond to the warning signs:
- Decreased work productivity
- Acting less like a team player
- Doing the minimum amount of work more frequently
- Less interested in pleasing their manager
- Negative change in attitude