So, you’ve gone through the interview process, found the right candidate, and hired a new employee. Now it’s their first day—what steps do you take to ensure they understand your expectations?
Over the past year, I’ve had the privilege of hiring three employees. I’ve found that setting expectations can vary significantly depending on whether the new hire is an internal candidate or coming from outside the organization.
Understanding the Role of a Manager
Let’s address something I hear all too often: “These are my employees.” While I understand the sentiment, I dislike this phrasing. We don’t own people. Instead, as managers, we have the privilege of working with and supporting them for a period of time. Eventually, someone else will have the same privilege.
Being a manager is an important responsibility, but it’s about providing guidance and oversight—not control. Unfortunately, I’ve seen a tendency, especially in the Navy and private industry, for leaders to reduce people to “resources.” This mindset dehumanizes employees and undermines the importance of creating a positive workplace culture.
A key part of setting expectations is defining how you envision your workplace and understanding how your actions shape that vision.
The First Step: Communicating Core Values
When onboarding a new employee, the first conversation should focus on your organization’s core values. For example, in the Navy, our values are Honor, Courage, and Commitment:
• Honor: Do the right thing, even when it’s difficult.
• Courage: Speak up and take accountability.
• Commitment: Stay dedicated to the mission every day.
Core values provide a framework for behavior and decision-making. Encourage your employees to embrace these principles and assure them that your role is to help them succeed.
Upside-Down Leadership
I firmly believe in the concept of upside-down leadership. As a manager, your role is to work hard for your employees so they can, in turn, excel in their roles. Once employees understand that you are there to support them, they are far more likely to work hard for you.
Remember, you aren’t some distant figure in an office thousands of miles away. Your team sees you, interacts with you, and evaluates your actions daily. Setting the right tone and leading by example are critical to building trust.
Practical Steps for Setting Expectations
Setting expectations involves more than just words. Here are some actionable steps to ensure your new hire starts on the right foot:
1. Provide Policies and Procedures: Share the key documents and guidelines they’ll need to succeed on their first day.
2. Offer Thorough Training: Equip them with the knowledge and tools they need to navigate their new role.
3. Demonstrate Consistency: Be fair and consistent in how you treat all employees. A new hire will quickly pick up on any inconsistencies or tension within the team, which can make onboarding more challenging.
The Impact of Gossip
It’s natural for employees to discuss their managers—it’s part of workplace dynamics. As a manager, you must accept that not everyone will agree with your decisions, and sometimes you’ll take the blame for unpopular policies handed down from senior leadership.
However, consistency and transparency go a long way in mitigating the impact of gossip. If your existing team respects you and trusts your leadership, a new hire will be more likely to follow suit.
Building a Support System
A great way to ease a new employee’s transition is to assign them a buddy—someone who understands company policies, culture, and processes. This person can provide guidance, answer questions, and ensure nothing important slips through the cracks.
Checking in regularly with your new hire also helps. Daily touchpoints, especially during their first few weeks, show that you care about their success and are invested in their growth.
Helping New Hires Navigate the Workplace
Starting a new job, particularly in an unfamiliar industry, can be overwhelming. The company culture, expectations, and processes may feel like a whole new world. Take the time to reassure your new hire that you’re there to support them. By fostering an environment where they feel valued and empowered, you set them up for success—and help your team thrive.
