After being hired, an employee most often strives to quickly get used to an unfamiliar place and make a good impression on management. And at the same time, get closer to colleagues.
It is beneficial for the employer that the new employee does not make mistakes and feels confident in the new environment, and most importantly, that he or she can begin to perform all the tasks assigned to him or her in the near future and demonstrate that he or she truly deserves this position.
Options for motivating a new employee:
give him tasks for a trial period (1-3 months), and in his absence - until the person has finally mastered the situation and begins to show excellent results;
assign a mentor - an experienced rich people database employee or a direct supervisor, the owner of the company are suitable for this role. Such a scheme brings mutual benefit, facilitating the accelerated involvement of a newcomer in the work process, while the mentor can demonstrate his skills and even look at the business differently: new recruits often focus on points that everyone had previously overlooked;
along with professional skills, assess personal qualities such as attitude to work, enterprise, responsibility, integrity, determination, etc.;
ensure that the employee receives payments and rewards in accordance with his qualifications and is therefore committed to further work.
How to Motivate Remote Employees
Those who work remotely should not be separated from the team. However, their constant absence from the office creates serious obstacles to this. To work more productively, it is necessary to provide all employees with the opportunity to effectively interact so that, while working from home, they can understand their role in achieving common goals.
How to Motivate Remote Employees
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The following incentives work well with remote workers:
regular provision of feedback, opportunity for direct communication;
regular holding of conferences via audio and video communications;
review of current achievements, information on further development paths of the company;
participation in corporate offline events.