A great plan to get workers ready

Heaviland Enterprises staff poses at the company's Vista, CA headquarters.

As soon as winter breaks, it's time for the troops to come back. That's when we train and put together our work crews for another busy season. There's no reason to wait until then to start thinking about how we're going to get them ready for action.

Do you have a plan in place to help them efficiently fit in and become effective team players? It stands to reason that an employee that understands your company's procedures and how it conducts it business will be a more productive employee. This benefits both your company and, of course, the employee.

Tom Heaviland.

As you plan for the '05 season, you might want to borrow an idea or two from the program that Heaviland Enterprises, Inc., Vista, CA, uses to bring new employees up to speed. Owner and President Tom Heaviland calls the program HEI's New Hire Orientation Process. Its goal is to make new hires feel welcome, comfortable and important. It's that critical first step in training them in the job skills that they will need in the field.

How important is this first step? So important, believes Heaviland, that he becomes personally involved.

During a initial meeting with a new hire (arranged by the corporate administrator who also serves as a translator), Heaviland explains the company's operations and organizational culture. The new employees are urged to respond to and discuss whatever they wish regarding their employment with the president at this time. Heaviland meets with no more than three new hires at a time.

Then the New Hire Orientation Process covers the following points:

1. How did you hear about Heaviland Enterprises, Inc.? Were you referred by a current employee?

2. What do you expect from your employment at the company? What are you looking for in a job? Growth? Challenge? A good wage?

3. Do you know the names of your immediate supervisors?

4. Do you know your job title, and do you have a job description?

5. The new hires are given instruction on HEI's culture, values, vision and mission.

6. New associates are engaged in a discussion about what HEI expects from them — a positive attitude; attendance and punctuality; pride in the work they do; respect for their associates, clients and vendors; safety.

7. The associates are provided a copy of HEI's Associate Handbook, and training begins on company policies and procedures.

8. Further discussion centers on nurturing a win-win relationship between the associate and HEI.

9. The new employees are engaged in discussions concerning opportunities and promotion possibilities.

10. Finally, they're reminded of the importance that HEI places on customer relations and company image.

But, the new associates aren't finished yet. The $3-million-plus Southern California operation holds monthly get-togethers for the company's employees and management.

"We recognize the good work that our people do and give a lot of pats on the back," says Heaviland.