5 Reasons Why A Direct Connection With Managers Matters During Onboarding

Onboarding is a crucial phase for any new employee joining an organization. It sets the tone for their entire journey with the company and determines whether they stay for years or quickly exit. It must be stated how important the onboarding process is to all team members, not just the new hire. Fostering a positive relationship between a new employee, their boss, and their entire team is even more critical than ensuring someone has access to what they need (even though that is important too).

We’ve repeatedly documented how vital the business administration side of onboarding is. But even more important is a healthy relationship with their managers.

While onboarding programs have become more sophisticated over time, one element that remains essential is direct communication with managers. Establishing this connection helps new hires feel welcomed, understand expectations, build rapport, receive feedback, and benefit from transparency in two-way communication.

To build a better onboarding program, schedule a demo of Trakstar Learn, allowing you to enroll new hires in training opportunities automatically.

A Manager-New Hire Connection Fosters A Sense of Belonging

Starting a new job can be daunting, and it’s normal for employees to feel like outsiders initially. This is where having a direct connection with managers comes into play. By communicating openly and regularly during onboarding, managers help new hires establish a sense of belonging within the company. New hires will model their boss’s and existing team’s behavior, so it’s important to show them what good behavior looks like.

Feeling like part of the team from day one is crucial for employee engagement and retention. When managers take the time to introduce new hires to their colleagues, explain how they fit into the overall structure of the company, and provide an overview of organizational culture, it goes a long way toward making them feel welcome. It can also strengthen the existing connection between team members as they welcome the new hire.

A sense of belonging also helps employees become more productive faster since they’re not wasting time feeling alienated or unsure about their organizational role. Instead, they can focus on learning what’s expected of them while embracing their newfound position as part of something bigger than themselves. They are more likely to talk about their career development goals, where they believe they’ll need support from coworkers, and what they need to form strong connections.

Establishing a sense of belonging early on through direct communication between managers and new hires creates an environment that fosters engagement, productivity and ultimately leads to better outcomes for everyone.

Understanding the Expectations, Goal Setting, and Opportunities

When starting a new job, understanding expectations is crucial. Knowing what your manager expects from you can be challenging if they do not communicate it. This is why having a direct connection with managers during onboarding matters.

Firstly, managers need to explain the goals and objectives of the company as well as their specific team. Knowing this helps new employees align their work and priorities accordingly.

Secondly, understanding performance expectations such as deadlines and quality standards is essential for success in any role. Managers should provide clear guidelines for how an employee’s performance will be evaluated so that they can focus on meeting those expectations.

Thirdly, communication preferences should also be discussed during onboarding. Understanding whether your manager prefers email or face-to-face conversations can help avoid misunderstandings or delays in getting feedback.

Discussing potential challenges in the role helps manage expectations from both sides. Employees who are aware of possible obstacles can better prepare themselves to handle them, while managers have a chance to offer support when needed.

Having a clear understanding of what is expected during onboarding sets up new employees for success in their roles and builds trust between them and their managers.

Building Rapport Between Manager and Employee

Building rapport with your manager is key to establishing a positive working relationship when starting a new job. This involves developing mutual respect, trust, and understanding. A strong rapport can improve communication, increase productivity, and increase job satisfaction.

One way to build rapport is by being open and honest about your goals and expectations for the role. This allows your manager to provide support and guidance in achieving these objectives. Additionally, taking the time to get to know them personally can help establish common ground and foster a sense of camaraderie.

Another critical aspect of building rapport is active listening. Practicing attentive listening during meetings or one-on-one conversations with your manager shows that you value their opinion and input.

Finding ways to collaborate on projects or tasks demonstrates your commitment to teamwork while also showing off your skills. Building this type of professional relationship can lead to better outcomes and more enjoyable work experiences.

Receiving Feedback Early and Often

Receiving feedback is an integral part of onboarding that should never be overlooked. When new hires receive feedback from their managers, it helps them understand how they’re doing in their new roles and what areas need improvement. Constructive criticism is key to developing skills and improving performance.

A direct connection with managers allows for real-time feedback, which can help employees immediately make necessary adjustments. Regular check-ins with management also allow open communication and discussion about any issues or concerns.

Feedback isn’t always negative – positive reinforcement can go a long way in boosting morale and reinforcing good behavior. Acknowledging successes can motivate employees to continue performing well and striving for excellence.

However, receiving feedback can sometimes be uncomfortable, especially if it’s not entirely positive. It’s important to approach constructive criticism with an open mind and use it as a learning opportunity rather than becoming defensive or discouraged.

In summary, having a direct connection with managers during onboarding allows for regular feedback that supports professional development while fostering effective communication between employees and employers.

Transparency and Two-Way Communication

Establishing a direct connection with managers during onboarding makes new employees feel welcome and valued in their workplace. It creates a sense of belonging and helps them understand what the company expects from them.

Building rapport allows new hires to feel comfortable asking questions or seeking feedback without fear of judgment. This leads to increased productivity and job satisfaction, benefiting both the employee and the organization.

Receiving regular feedback enables newcomers to learn from their mistakes faster and adapt quicker. They can improve their skills by knowing where they stand while receiving much-needed management support.

Transparency and two-way communication are essential for fostering trust between employers and employees. When both parties are open about their goals, expectations, challenges, successes, etc., it creates an atmosphere of collaboration that benefits everyone involved.

Establishing a direct connection with managers during onboarding is not just beneficial but necessary for creating long-term success in any organization. By doing so, companies can retain top talent while ensuring that their teams are productive and efficient at all times!

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