The Association Blog

A new employee’s first few days, weeks and months can be overwhelming. Here’s how to help them acclimate

“We all know hiring is very expensive, right?” shared Kristi Brooks, Director of Operations at Cat Adoption Team, in a session on attracting and retaining staff at the 2024 Annual Conference. “It takes a ton of time. You’re going through all those applications, telephone interviews, in-person interviews…you’re doing reference checks, background checks. So expensive. And then you’ve hired someone and want them to stay, but how do you make that happen?”

A new employee’s first few days, weeks and months at a new shelter can be overwhelming – especially if not given the support and check-ins needed to adjust and acclimate. According to Brooks, a proper onboarding process and frequent check-ins in the following weeks after their first day are critical for ensuring they feel comfortable and confident as new hires.

Onboarding

Designate their first day as onboarding only. Provide training manuals, walk them through standard operating procedures and focus on safety. Give them ample time to meet their manager and tour the facility. At the end of the day, they’ll go home without pressure to fulfill on-the-job duties.

7 Days

What do you check in on after seven days? Keep it simple. Ask questions like:

• How did your onboarding go?
• Do you know who to go to for [fill in the blank]?
• Do you understand the workplace culture agreement?
• What is your preferred learning style?

30 Days

At the one-month mark, your questions can delve a little deeper.

• Are you enjoying your position?
• Are you facing any challenges?
• What tools do you need?
• What parts of your position do you like or dislike?
• Do you need more training?
• Set some SMART goals.

60 Days

After 60 days, you’ll have a chance to follow up on goals set and any challenges experienced.

• How are your goals going?
• Do you have the information you need to achieve these goals?
• Do you know where to find the information you need?
• Set another round of SMART goals.

90 Days

At 90 days, check in on goals set at the 60-day mark. Develop a plan and cadence for check-ins moving forward and continue to ask where, when and how they might need additional support.

With all the effort that goes into recruiting new hires, it’s just as important to dedicate effort to ensuring they stay. For suggested milestones that new employees should reach in the first 365 days, see the New Hire First-Year Timeline.