Usually our articles discuss specific methods of communicating with your employees that occur only formally and episodically:  things like job descriptions, resumes, interviews, job offers, and acceptances.  But the responsibility for open communication only begins there.  This article wants to emphasize that, in fact, open communication is one of the foremost determinants of success at virtually every stage of the employer-employee relationship.  And moreover, to be truly effective, it must be a bilateral process, since the responsibility for communicating effectively lies squarely on both sides.

One of your first and foremost communication tasks as an employer is effectively integrating a new employee into your company.  To achieve a satisfying outcome for all concerned, this responsibility must be handled methodically each and every time you hire.  At the very least, before all new employees’ first day at your company, you must make sure they’re fully apprised of the following essentials:

Human-resources jargon calls this kind of introductory process “onboarding”, meaning a procedure for orienting and inducting a new employee into the hiring company’s mainstream.  Because you never get a second chance to make a first impression, your business should make absolutely sure that new hires feel welcomed, valued, and prepared for what lies ahead. Ideally, a veteran from your staff should be assigned to perform these functions, including welcoming new employees, showing them the ropes, fielding basic questions, and making introductions to other staff.  By welcoming the whole person rather than just a reviewing a set of job functions, you will help new hires to assimilate more quickly and eagerly into your corporate culture.  Further benefits of effective onboarding include improving retention of new hires, building your brand as an employer of choice, and reducing your legal exposure if anything goes wrong.