Starting a new job is terrifying and exciting all at the same time. Your job as a team leader/employer is to make people feel comfortable, valued and inspired. Before the new team member starts, you must ensure you (and your office) are ready.

Critical steps to onboarding a new team member

1. If the new team member is working inside your office, make sure their space is ready for them. Have the drawers stocked with the supplies they need and any personal items removed. It’s also worthwhile having the area cleaned out so they feel like it’s a fresh start for them.

2. Set up access to anything they will need to do their job, such as email, voicemail, Dropbox, Slack, Loom, Database, brokerage intranet, or MLS access.

3. Have a branded welcome package that has your team mission, values, marketing materials, client testimonials and key names and contact information for others in the office or on the team. I also think it’s worthwhile taking photos of other people who work around the office and printing it with names so the new team member can integrate with others easier, whether those people are on your team or just in your brokerage.

4. Impress them with a gift delivery in the first few days of flowers or a fruit arrangement, along with a note that welcomes them to the team. You should send this to their home. This also endears you to their family if they have one.

5. Have a detailed training agenda printed for them to review, including:

• Desired outcomes
• Key systems for leads generation, listing and buyer management
• Software needed to do the job
• Online courses they need to take
• Screenshare videos of tasks that you’ve previously recorded
• Approximate timelines for key tasks in their job description so they can be held accountable
• Anything else you want to add

6. Take them out for lunch on day one to check in and see how they are doing. Generally, be present and available for questions and support throughout the first week, even if you’re busy selling houses.

7. Don’t overwhelm your new hire in the first week. Keep them busy, but give them the time and space to hone the skills necessary to be great at their job.  

Developing human potential takes time. Be invested in their success and treat your new hire like your number one client. In turn, your new team member will be a valuable source of support, freedom and motivation to help you grow your business even further.