Contrary to popular belief, throwing a new hire right into the fire is not the most effective way to train a new employee.

It does little as far as building trust between you and the new person. It also does not instill much confidence in the rest of your team when it comes to your leadership strategy.

As the leader you play an important role in making sure your employees are set up for success from day one. Failing to bring them aboard and train them properly can lead to more turnover, and over time, prove costly to your company.

Keep this in mind here are 3 of the most common mistakes bosses make when bringing on a new hire.

Failing to Prepare Other Team Members of the New Hire

When it comes to day-to-day work, no one enjoys surprises, and no one likes being forced into suddenly working with a stranger. Your current team members are just as valuable and important as new members. Realizing this leads to a stronger team and ultimately less turnover. It is in the team’s best interest to be made aware of the new hire, well before they are brought on.

Not Defining Expectations

When hiring a person with a ton of experience it can be easy to assume they already know what is expected of them. You assume they’ll be on track and stay on track from day one.

While a select few may know what is expected, more times than not they will not. For this reason it is critical to set clear expectations and how their success will be measured. If you leave it as a guessing game, no one makes progress and ultimately the individual and the team fail.

Set clear expectations from day one and schedule weekly or bi-weekly check-ins. This keeps everyone on track and makes expectation crystal clear.

Understand There Will Be a Learning Curve and Plan for It

Again knowledge and expertise can be easily assumed due to experience, but a new job is a new job. New surrounding and a new team all lead to a learning curve that must be acknowledged by you and the individual themselves.

To help new hires adapt create a standard onboarding process. Some ideas include making sure the person spends time with each team member, and also having them learn all aspects of the industry and the organization before “going live” into their day-to-day work.