I have previously written about the importance of having strong onboarding policies and procedures in place. Here, I want to focus on how to apply those policies and procedures in practice.
As everyone knows, you can only plan so much—there will almost always be first-day challenges with new employees. Something inevitably goes wrong: setting up a new phone, accessing required programs, or simply figuring out how to pace the workload without overwhelming someone new.
Over time, I have learned to approach onboarding in stages and use any issues that arise and turn them into teachable moments.
How do I do that? For example, if there is an issue with a program that is essential for their job, I will have them reach out program’s support team directly – even if it’s their first day or first week. This helps them learn how we operate, who to contact for what, and how better to understand the program.
Another approach that works well in our office is training as we go. While it can be tempting to deliver all training up front, much of it is not retained. We have found it more time-efficient to provide training on specific tasks as they arise. This allows the new employee to settle in and build knowledge and processes gradually, and it also provides the person who is training to continue managing their regular responsibilities in a timely manner.
No two businesses are the same, and no two people learn the same way. Even with a solid training plan, flexibility matters—sometimes you just gotta go with the flow.
Christine Allan, Sr. Law Clerk and Firm Operations Manager