Stress levels are at an all-time high as a new employee-you have to go through and remember your training, your work relationships have yet to develop and you may feel a lack of confidence in yourself as you go about your duties. As business owners and managers, part of our duties is to organize and keep a workplace as streamlined and efficient as possible so a new employee can more easily recognize and perform his roles and grow more comfortable doing them. A comfortable and happy employee isn’t only good for productivity, but it makes us feel better and more comfortable ourselves. To effectively organize a workplace environment that is conducive to successfully integrating new hires, there are a few essential steps we must take.

 Define Their Roles

There is nothing more confusing and stressful for a new hire than ill-defined job duties. If an employee is unsure of what they should be doing at all times, or if they are being rushed from one job to another with no rhyme or reason, it WILL create conflict. Poor training can result in a very stressful environment for a new hire, especially if they’re unsure of what their role is on the team. Expecting new hires to ‘just get it’ and fill any void without properly training them how to switch from role to role will make them feel lost, reduce their efficiency, and even cause them to quit suddenly.

The definitive method of role definition in the workplace is standardized training. Make sure that every employee gets the appropriate training for the roles that they will be performing, and if you are unsure of what those roles are, take time to define them. Defined roles make a more efficient workplace, and in any business, efficiency is the key to success.

Get Them Involved

Studies consistently show that the most motivated employees are ones who are actively involved in the direction of their workplace and their role in it. Getting an employee to be more invested in your business will increase his level of effectiveness.

Get employees involved by giving them regular performance reviews in which you can discuss the goals that both of you would like to see accomplished. Let them have a say in their function in your company. When they reach the goals that they have set, ensure that they are rewarded with praise, increased amounts of responsibility and (if possible) financial compensation. Rewarding the completion of goals that employees have set themselves will motivate them far more than those goals given to them by their superiors. Personal touch is key to emotional investment into your business.

Provide Support

The cliché of the adversarial supervisor is one we see all too often in works of fiction in all forms of media. Unfortunately, that depiction is found to be mirrored in real life almost just as often-in a study of American workers it was found that most would forego a pay increase to see their supervisor punished or fired.

How a supervisor treats their employees is one of the biggest factors in employee turnover rates. Supportive, friendly supervisors reduced the turnover by a large percentage, while unfriendly and inflexible supervisors cause the turnover rate to spike. The message that we can glean from this is not that supervisors need to be parents or camp councilors, but they do need to have the ability to support and assist employees in their growth with the company. Build your employees by giving them room to make mistakes and teach them what they need to know in order to be successful in their role. The most important thing you need to keep in your mind is this: you must lead as you would like to be lead. Keep a cool head, give honest feedback to your employees, and be able to objectively analyze their performance to make firm decisions on the future of their role in your establishment.