As I write this, New England is being slammed with its second major snow storm in three days. (And it's not even Christmas yet!) It's 30 degrees outside, we have 10 inches of snow (which is supposed to turn to sleet soon) and the winds are picking up. Our local meteorologist predicts there will be parts of Massachusetts that will lose power.

But, I'm staying pretty calm about the whole thing. So far, I'm enjoying my forced incarceration by Mother Nature. There's lots of wood for the fireplace. I have a full tank of oil in the basement. The shovels and ice-melt are strategically placed near the front and back doors. The bird feeder is full and the generator is all gassed up and ready to go. (Actually, I haven't lost power since I bought the generator. I knew that would happen!) I'm calm because I'm prepared.

Somehow, all this preparation got me thinking about how well some companies prepare for their new employees and how smoothly they transition in their new workers.

Common Scenario

Here's what happens in most companies when a new employee starts. After meeting with the HR professional or someone on the senior management team to review "standard" information about the company, benefits, sign-up for health plans, 401(k)'s etc., the new employee usually has that all important first meeting with her manager to review the job and have the critical "what to tackle first" discussion. This discussion may take place quite a few times during that first month at different intervals.

If the manager observes that the new hire isn't "picking it up" quite as quickly as he would like, the manager schedules more of these short (or long!) meetings. Conversely, if the manager observes that the new hire seems to be making good progress, he may actually cancel a scheduled meeting, thinking his time will be better spent elsewhere. (He may not actually be sure of this, but if it even looks like this may be the case, and his schedule is getting tight, he'll cancel. Trust me.)

Ideal Scenario

I think during the first month of employment, it is critical to have constant, daily updated information on how your new employee is faring. And there is no one who can tell you that better than your new employee.

Here's how you make a great beginning with your new hire. (Drum roll, please.) Commit yourself to…

That's right. Promise your new hires that you will give them, exclusively, at least 30 minutes of your time every day for the first month. This exclusive meeting is over and above any other training or meetings you have with your team that your new hire would be included in as well.

When I was a selling sales manager, I swore this tactic accounted for the high retention of my sales force. Here's what I did. I carved out a meeting at the end of the day (4:30 p.m.). I asked my new hires to write down anything — and I do mean anything — that came up during the day that they wanted to discuss. Topics usually ranged from closing question strategies, to prospecting and networking, to our CRM software, to where was the closest place to get a good burger!

THIS IS IMPORTANT — I never broke my 4:30 appointment for any reason. Again, that time was theirs exclusively to bring up anything they wanted. I didn't take incoming phone calls and if I was out of the office, I did the meeting on the phone.

This is a very strong message to give an employee. It says, "Your success is important to me and I will do everything I can do to ensure your success."

And, here's the funny thing. By the end of that all-important first month, my new hire was usually bopping into my office at 4:30, telling me they really didn't have anything critical to discuss and would I mind if they just kept working!

Now, I'm not saying that a new employee joining your company should be compared to the rigors of a winter Nor'easter. But I am saying that by being prepared to commit your time during this critical first month, your new employees will have an easier time acclimating to your company, their job, and your other employees.

And, they'll become more productive faster! Isn't that what you really want?

Follow this link to share the things you do to get your new hires up and running quickly!

Are you thinking of adding to your team but wondering if you have the right steps in place to do that?

Do you need help defining what it is to be done and what type of employee you need to do it?

Do you need help evaluating some candidates you've already identified?

Are you wondering if your team is asking the right questions during an interview?

Do you know if your offer is competitive and will be accepted?

And, have you ever thought it would be nice to have someone guide you through the whole hiring process from beginning to end?

If the answer to any of these questions was a resounding YES, you'll be delighted to find out that we can help. Besides our regular full service searches, our "Hiring Mentor" program can help guide you while you conduct your own search. It's a cost effective way to successfully "do-it-yourself" AND takes the uncertainty out of the process.

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