Your MSP company will come against many challenges during regular operation. Some of those challenges will be internal, some external. You can’t always control these challenges, but you have a better likelihood of keeping internal operations functions in a sustainable way than managing external situations beyond direct control. You want to find bottlenecks of malleability and focus on those. One such bottleneck is the employee onboarding process.
It doesn’t matter how well you screen employees, they will take some time to adjust. Some will take longer to adjust than others, but attaining a reasonable average in terms of full integration will be easier to do if you follow steps like these:
- Providing clarity of role to employees
- Involving managers in employee guidance
- Helping new employees navigate corporate culture
Providing Clarity of Role to Employees
The best way for your MSP company is to make employee flourish in the position for which they’ve been hired. Sometimes they may need to be shuffled around a bit before they’re in the right spot. Sometimes they’ll be part of a general task force that does everything at once. Sometimes they’re in sales. The positions in your company have different needs and responsibilities, and no employee can read your mind as to what those are.
So your tactic here is to help your employee get their feet under them. If they’re part of a team doing the same thing day in and day out, you might assign them to mentor or allow them to follow another employee through their regular workday. Be open, patient, and present–this won’t happen by itself. You’re shooting for an average time frame of effective integration. If they come in under that target timeframe, excellent. If they come in over, check averages with the rest of the team to see what kind of wiggle room you’ve got.
Involving Managers In Employee Guidance
Managers are busy, and they should be. They’re also totally integrated employees who are closer to fully flourishing than their underlings. A manager has likely made a career choice and so has some passion for what he or she does.
The collateral disadvantage here is that managers don’t always have time to properly guide employees even though they’re essentially in the best possible position to do so. So when you’ve got new employees arriving, you’ve got to figure out a way to onboard them. Do so and you’ll see employee investment yield more success and less turnover, maximizing your spending.
Helping New Employees Navigate Corporate Culture
Having a corporate culture is better than not having one. But in most situations, you’ll find corporate cultures exhibit differences. They may be similar, but they won’t be precisely the same. You need to take this into account and realize that even the best employees can come from wildly different backgrounds.
Consider a Japanese employee who’s brilliant at coding and is working at your MSP in the United States for the first time. In Japan, many businesses have a system of exercise defining morning activities. Often employees will work out as they are led in exercises as a group. This is a corporate culture feature not often seen in the United States. As such, your new employee may look for a gym to surrogate his previous exercise, and he or she may show up late a few times.
Sometimes, new employees can add to your culture as well. The key here is to properly guide them so that they’re able to make the adjustment with minimum friction. There will always be some, but the more effort you put into diminishing it, the less there will be. Managers, mentors, and trusted employees can be instrumental here.
When your MSP company properly assists new employees in fitting into your corporate culture, involves managers in the process, and clearly outlines forward duties for new employees, the onboarding process will be less complicated and more effective. This will maximize employee investment.