Here is Elon Musks out-of-this world new pay package at Tesla

Here is Elon Musk's incredible new compensation bundle at Tesla Here is Elon Musk's incredible new compensation bundle at Tesla Tesla CEO Elon Musk is known for setting his desire outside of this stratosphere, promising to colonize Mars and make them drive electric vehicles in the course of our lives. Presently, he's coordinating his Tesla compensation to these ambitions.Elon Musk's new pay is a win big or bust, billion-dollar dealIn request to get paid by the organization that he helped to establish and runs, Musk should ensure that Tesla develops in $50 billion jumps, as indicated by an administrative recording on his new compensation bundle announced by The New York Times. Musk told the Times that he has consented to remain as the organization's CEO for the following decade in return for an exceptionally surprising compensation package based on showcase esteem and operational achievements that Musk must reach.The rewards are high. On the off chance that Musk can build the estimation of Tesla to $650 billion, one of the achievements his compensation bundle provokes him to meet, he can gain as much as $55 bi llion over the ten years, or $5.5 billion every year (multiple times the 2017 pay of Walmart's Marc Lore, who drove all CEOs a year ago). Be that as it may, the dangers are similarly high. On the off chance that Musk neglects to meet any of his aggressive benchmarks, Musk winds up acquiring nada in a strange win or bust deal.Is this compensation only an exposure stunt? Tesla is as of now worth about $59 billion today, so Musk needs to begin developing drastically to meet his first achievement of $100 billion. Musk and Tesla likewise have a past filled with misfortunes. Tesla supposedly consumed about a large portion of a million dollars consistently a year ago and has over and again missed creation targets.Musk, the CEO of three organizations and whose total assets is around $20 billion, isn't harming for cash and is down to bet away his compensation to address the difficulty. I really observe the potential for Tesla to turn into a trillion-dollar organization inside a 10-year durat ion, he told the Times.He said his pay is a piece of his compassionate vision to get us to Mars: I need to contribute however much as could reasonably be expected to humankind turning into a multi-planet animal categories … that clearly requires a specific measure of capital.

COVID-19 has forced us to change how we work - which changes might be permanent Viewpoint careers advice blog

COVID-19 has forced us to change how we work - which changes might be permanent To say that 2020 hasn’t exactly got off to the best start for many of us would be the understatement of the century. Here in Australia, we were only just beginning to start the recovery from the devastating bushfires that wreaked havoc across the country, impacting massively on lives, businesses and wildlife. This wasn’t just happening in Australia, many other parts of the world have also had similar tests thrown at them by Mother Nature â€" impacting power supply, air quality and many aspects of daily life. Next we were all faced with a new, unprecedented challenge. Needing no introduction at this point, the COVID-19 outbreak is the single biggest disruption of a generation. Whilst our colleagues in China were the first to deal with the virus, few of us in other parts of the world were really prepared for the terrible impact it would have. Now we are in a situation where many are, sadly, have lost and are losing their loved ones. I think it’s important to acknowledge that different countries are at different stages of this pandemic, and that personal circumstances continue to play a huge role in each individual’s experience. We have all lost something, whether that be our peace of mind, job security, or way of life. The pattern of emotions that many of us are experiencing have been likened by many to the  stages of grief: shock and denial, pain and guilt, anger and bargaining, depression and loneliness. At some point, we will start to accept the situation and feel hopeful, before working together to turn things around. This is already happening with people finding  creative solutions  to deal with the crisis. There’s light at the end of the tunnel â€" we just don’t know how long the tunnel is. For now, a great many rulebooks are being thrown out the window, as we are forced to adapt to new and unpredictable conditions. In the world of work, the effects of social measures that governments are being forced to take have proven to be incredibly challenging for  businesses and employees many self-employed workers and those in public-facing roles, for example, hairdressers, restaurateurs and taxi drivers are understandably worried about the effects on their income, particularly in light of the catastrophic effect coronavirus is having on the  world economy. When the time is right, and that time will be different for each of us depending on who we are and where we live, we will start to think about what we’ve experienced and start to think about how our working lives might change as a result. Many business leaders around the world are now starting to turn their attention to the potential long-term implications of the pandemic on the next era of work, our CEO,  Alistair Cox  included. After all, we all need to be able to anticipate the change in order to plan for it. Post COVID-19, will everyone continue working from home? Those of us fortunate enough to have a job that can be done from home (so many don’t have that opportunity) have been forced to rethink our working lives in recent weeks and months, working closely with our teams to put new technology and processes in place to enable us to keep our businesses functioning in new ways. Whilst many people already had the opportunity to work remotely, for most of us, it was just occasionally. However, as we got deeper into this crisis, more and more organisations had to build infrastructure and operating frameworks to enable a much larger proportion of their workforce to work this way on an ongoing basis. An interesting question is, how much of that change will become permanent? Of course the idea of working at home in itself is not a new concept  reports  suggest that ‘teleworking’  has grown by as much as 173% since 2005 presumably something to do with improvements in technology, innovation and communication. As a result, more than half of employees (56%) now have a job where at least some of what they do can be done from home. On the whole, people welcome it â€" in fact a 2019 Owl Labs  report  found that as many as 80% of employees wanted to work from home at least some of the time, before the crisis. In fact, flexibility is one of the top-ranked work benefits amongst the millennial workforce. Pre-crisis,  more than a third  of employees (35%) would go so far as to change jobs if they had the chance to work from home, whilst  over a third  would take a pay cut of up to 5% in order to work at home some of the time. These figures may well have gone up in light of world events. For prospective employees, the chance to balance their work and home lives can be a big draw. Prior to the COVID-19 outbreak, many organisations faced the challenge of embracing the benefits of regular remote and flexible working without disrupting or undermining established ways of working. Now we’ve been forced to work from home in a productive way, we could see this being the ‘new normal’ going forward. This thinking is echoed by our CEO in his  LinkedIn Influencer blog, post-crisis  â€œThere will…be many people and roles who legitimately can show they would rather remain home-working, at least for a part of their week, if not all, and can evidence their productivity in doing so. That’s an example of how the world on exit will be different to the pre-COVID world.” It is therefore quite feasible that the previously held fears and concerns of employers have now been overtaken by necessity. In fact, we are already hearing (and seeing in our own teams) reports of the positive impact that more frequent, structured and focused communication is resulting in increased collaboration, teamwork and support. Some people report feeling more connected now to employees they sat feet away from previously! Post COVID-19, will we hire remotely, more often? The way we hire individuals has also changed. Today, the default way of interviewing potential candidates is by video call â€" only a few months ago the default was face-to-face. Of course, video interviewing has been around for a long time, but I’m not talking about the initial screening tool that many platforms offer. I’m talking about replacing the traditional “first interview” on site, with a client, for a specific job. For the roles we’ve been asked to hire during the crisis so far, all parties are quite comfortable to take this crucial first meeting online, even though it’s a first time for many. We’ve even built a group assessment process which is entirely online, yet enables group interaction and offers the hiring team a chance to evaluate candidates in a group setting. Ensuring inclusivity is critical in those processes everyone must be given equal access and opportunity. In this new reality, we are all learning as we go As we work through this crisis, things to be changing daily, so, most of us are evolving our approach as we go. As we become more adept, we’ll be building in the elements we identify as missing along the way â€" because we are all looking out for those learnings. It might be that we see a need to devise ways to replace the water cooler conversations, things you pick up in the corridors â€" this is hard to do when everyone is remote. We’re having to find new ways of having fun together over our video conferencing tool of choice and explore new ways to build and evolve our cultures in different ways than we’re used to. So, having achieved all that, as our CEO says, it’s important to  â€œâ€¦use this precious time to think about which parts of the ‘old normal’ you will take forward into the post-crisis era and why, and which you will happily wave goodbye to.”   As the world absorbs the aftershocks of Coronavirus, and we come back to a more certain environment (hopefully soon), won’t we all be considering the learns from this period, and how we carry them forward? Will we ever revert entirely to the way things were? How do we make sure we retain the best of the new and the old? I’d love to hear what you think about the effects of the COVID-19 outbreak on the world of work. Share your thoughts with the #TalentVoices hashtag on LinkedIn. This blog was first published on LinkedIn. Did you find this blog useful? Here is some  related content  that you might find helpful during this difficult time: The world of work post-COVID 19: Nine questions Im asking myself Leading through crisis â€" defining reality and giving hope Podcast: How to effectively collaborate when working from home How to have supportive conversations about the impact of Coronavirus The ABC of managing our wellbeing in an uncertain world How to stay connected as a newly remote team Seven ways to make your team more adaptable to change COVID-19 crisis: Eight crucial things your employees need from their leaders right now

Six Best Management Consulting Books - Your Career Intel

Six Best Management Consulting Books - Your Career Intel Such a large number of books, so brief period. Regardless of whether you're a pioneer by title or yearning, there's no lack of the board counseling books out there promising to assist you with getting better at it. How would you realize the best administration counseling books that merit investing your cash and energy in? Beneath, I've suggested my six go-tos. Six Best Management Consulting Books The 7 Habits of Highly Effective People by Stephen Covey keeps on standing the trial of time among the best administration counseling books ever. It was the primary administration book I at any point read and I return to peruse portions of it consistently. There are numerous initiative books and coaches out there that will reveal to you how to lead, however Covey discloses how to be viable with your administration style and approach. These seven propensities assist you with improving as a pioneer as well as convert into being a superior individual. I love The 21 Irrefutable Laws of Leadership by John Maxwell since it limits initiative down into genuine relatable classes. Not exclusively does Maxwell unmistakably characterize his laws of administration, he goes into functional approaches to apply them to circumstances we as a whole face. An absolute necessity read for pioneers all things considered! The Best Team Wins joins my rundown of the best administration counseling books out there the present moment. In it, Gordon and Elton â€" two of the best corporate advisors in their age â€" studied a huge number of representatives to build up their Five Disciplines of Team Leaders. These five trains straightforwardly identify with overseeing various ages in the present work environment to make both individual and group inspiration and execution. Applicable and opportune. Great to Great by Jim Collins depends on an investigation of the absolute most popular organizations on the planet. I suggest it for all pioneers since it guides you to self-evaluate your own drive, inspiration, quietude and business keenness among different attributes an effective pioneer needs to cultivate. It moves you to take a stab at more and to arrive at a degree of ideal reasoning that can convey you to a degree of significance past what you thought conceivable. In People Follow You, creator Jeb Blount accepts that the best chiefs are experts at rousing individuals to make a move and I can't help but concur. Individuals don't work for a check or an organization â€" they work for you. As a successful pioneer, you need individuals to tail you â€" and you need them to need to do as such. The Power of Positive Leadership demonstrates that to win, you should win with individuals, as writer Jon Gordon composes. Pioneers constantly face snags, difficulties and antagonism. They key is to give positive authority. You need to make an assembled group to move and persuade them and subsequently manufacture an incredible work environment culture, where you and your group can succeed and drive results. While choosing my best administration counseling books, these six stood apart for me. An advantageous administration book will assist you with building up your best self and get familiar with the intensity of impact yet in addition underline how everybody wins through compelling authority. While perusing broadly is pivotal to building up your profession at an opportune time, the genuine experience of overseeing individuals everyday crossed with the information on these books after some time for me. I had numerous a-ha minutes when I returned to peruse areas at various phases of my profession. It's likewise never past the point where it is possible to peruse authority books whether you are a supervisor, CEO or leader of the family unit. Like me, you'll likely find that you gain exercises to assist you with progressing in all features of your life. Which the executives counseling books do you live by? If you don't mind share your suggestions underneath!

Jenkins vs Jenkins X

Jenkins vs Jenkins X Jenkins vs Jenkins X Know how Jenkins X differs from Jenkins Back Home Categories Online Courses Mock Interviews Webinars NEW Community Write for Us Categories Artificial Intelligence AI vs Machine Learning vs Deep LearningMachine Learning AlgorithmsArtificial Intelligence TutorialWhat is Deep LearningDeep Learning TutorialInstall TensorFlowDeep Learning with PythonBackpropagationTensorFlow TutorialConvolutional Neural Network TutorialVIEW ALL BI and Visualization What is TableauTableau TutorialTableau Interview QuestionsWhat is InformaticaInformatica Interview QuestionsPower BI TutorialPower BI Interview QuestionsOLTP vs OLAPQlikView TutorialAdvanced Excel Formulas TutorialVIEW ALL Big Data What is HadoopHadoop ArchitectureHadoop TutorialHadoop Interview QuestionsHadoop EcosystemData Science vs Big Data vs Data AnalyticsWhat is Big DataMapReduce TutorialPig TutorialSpark TutorialSpark Interview QuestionsBig Data TutorialHive TutorialVIEW ALL Blockchain Blockchain TutorialWhat is BlockchainHyperledger FabricWhat Is EthereumEthereum TutorialB lockchain ApplicationsSolidity TutorialBlockchain ProgrammingHow Blockchain WorksVIEW ALL Cloud Computing What is AWSAWS TutorialAWS CertificationAzure Interview QuestionsAzure TutorialWhat Is Cloud ComputingWhat Is SalesforceIoT TutorialSalesforce TutorialSalesforce Interview QuestionsVIEW ALL Cyber Security Cloud SecurityWhat is CryptographyNmap TutorialSQL Injection AttacksHow To Install Kali LinuxHow to become an Ethical Hacker?Footprinting in Ethical HackingNetwork Scanning for Ethical HackingARP SpoofingApplication SecurityVIEW ALL Data Science Python Pandas TutorialWhat is Machine LearningMachine Learning TutorialMachine Learning ProjectsMachine Learning Interview QuestionsWhat Is Data ScienceSAS TutorialR TutorialData Science ProjectsHow to become a data scientistData Science Interview QuestionsData Scientist SalaryVIEW ALL Data Warehousing and ETL What is Data WarehouseDimension Table in Data WarehousingData Warehousing Interview QuestionsData warehouse architectureTalend T utorialTalend ETL ToolTalend Interview QuestionsFact Table and its TypesInformatica TransformationsInformatica TutorialVIEW ALL Databases What is MySQLMySQL Data TypesSQL JoinsSQL Data TypesWhat is MongoDBMongoDB Interview QuestionsMySQL TutorialSQL Interview QuestionsSQL CommandsMySQL Interview QuestionsVIEW ALL DevOps What is DevOpsDevOps vs AgileDevOps ToolsDevOps TutorialHow To Become A DevOps EngineerDevOps Interview QuestionsWhat Is DockerDocker TutorialDocker Interview QuestionsWhat Is ChefWhat Is KubernetesKubernetes TutorialVIEW ALL Front End Web Development What is JavaScript â€" All You Need To Know About JavaScriptJavaScript TutorialJavaScript Interview QuestionsJavaScript FrameworksAngular TutorialAngular Interview QuestionsWhat is REST API?React TutorialReact vs AngularjQuery TutorialNode TutorialReact Interview QuestionsVIEW ALL Mobile Development Android TutorialAndroid Interview QuestionsAndroid ArchitectureAndroid SQLite DatabaseProgramming K... DevOps (84 Blogs) Become a Certified Professional AWS Global Infrastructure Introduction To DevOps What is DevOps? A Beginner's Guide To Understanding DevOps And Its EvolutionWhat Are Important Pre-Requisites For DevOps Professionals?DevOps in various domains â€" How DevOps solves the problem?DevOps Real Time Scenarios â€" Know What Happens Real TimeWaterfall vs Agile: Which Is Better For You And Why?DevOps vs Agile! Everything You Need To KnowMystery of DevOpsInfrastructure as Code â€" What is it and Why is it it important?Linux commands in DevOps: Must Know For Every DevOps ProfessionalDevOps Tutorial : Introduction To DevOpsTop 10 DevOps Tools You Must Know In 2020Understanding DevOps Tools Development, Testing Deployment Technologies Involved In DevOps Git Know how Jenkins X differs from Jenkins Last updated on Apr 24,2020 745 Views Sahiti Kappagantula Bookmark Become a Certified Professional Jenkins has been one of the most popular continuous integration servers used by todays ind ustries in their day to day DevOps lifecycle. Kubernetes, on the other hand, is growing continuously in the field of container orchestration. Developers needed a way to maximize their benefits by reducing production time and operations costs. Well, Jenkins X serves this purpose of the developers by providing an automated CI/CD solution for modern cloud applications on Kubernetes. In this article on Jenkins vs Jenkins X, I will discuss how these two differ in the following sequence:What is Jenkins?What is Jenkins X?Need of Jenkins XJenkins vs Jenkins XWhat is Jenkins?Jenkins is one of the most popular tools in todays market, built for Continuous Integration purposes. Written inJava, Jenkins is used to build and test software projects and makes it easy for developers to integrate the required changes to the project. This tool also aims to continuously deliver software by integrating a large number oftestingand deployment software.By usingJenkins, startups to hyper-growth companies can accelerate the software development process through automation. Also,Jenkinsintegrates the development life-cycle process of different kinds such as build,document, test, package, stage, deploy, static analysis and much more. It provides various plugins to allow integration of various DevOps stages. For example, if you want to use a particular tool, then you just need to install the required plugins for that particular tool.What is Jenkins X?James Strachan, the Chief architect of Jenkins X defines it as an open-source opinionated way to do continuous delivery with Kubernetes, natively, without worrying too much about the underlying infrastructure. It is an extension or a sub-project of Jenkins and is supported by popular cloud platforms like Amazon, Azure, Google IBM Cloud, OpenShift and Pivotal. Jenkins X uses the best practices of DevOps, to provide the developers with an increase in speed and reduce production time.Apart from this, Jenkins X makes sure that the complexities are reduced, as with a single command you can create a Kubernetes cluster, install the tools to manage applications, create and build deployment pipelines, set webhooks, and also deploy applications to various environments. It also makes sure that when a project is started, a lot of time is not spent to create the structure and gather the required files.In short, Jenkins provides all the required configurations of Jenkins, and you do not have to know which plugins are required to build a CI/CD pipeline. Moving forward in this article on Jenkins vs Jenkins X, let us understand the need of Jenkins X.Need of Jenkins XThere is no doubt in the fact that the way software is developed has evolved and transformed in the last few years. With DevOps gaining high popularity, companies are using this methodology to deliver their software in a quick manner. This is because, DevOps makes sure that the speed of development is reduced, the downtime is reduced, but at the same time, the industry has see n many other changes.Microservices is one of the most popular deployment models, which is nowadays being incorporated by todays hyper-growth market. Unlike monolithic applications, microservices applications are smaller granular and independent services. These provide various benefits that have led the companies to use microservices with DevOps.The second one is the Container eco-system, which goes hand in hand with the microservice architecture. In todays industry, various kinds of containers on the same host can deploy microservices built using different technologies/frameworks. This gives the developers the freedom to use whichever technology they want to use and also further orchestrate these containers.Finally coming to container orchestration, Kubernetes is rising in todays market. It powers some of the biggest and most complex deployments in the world, and prominent cloud service providers such as GCP, AWS, Azure, and Oracle Cloud have announced Kubernetes integration in thei r cloud platforms. Its open-source installation simplifies the optimal operations and upgrades orchestration of containers.With all these changes, developers have access to a lot of options to fragment and modify their open-source systems with various CI/CD tools. Enterprises can take a large amount of time to just understand which tools must be used to develop a successful CI/ CD pipeline while using Kubernetes. This is because there is no straight forward way to manage Kubernetes clusters with the right combination of plugins and configuration.To avoid this, the developer community wanted to figure out a solution to leverage Jenkins to automate CI/CD in the cloud for people struggling with Kubernetes or havent used it before. Jenkins X was the solution to this problem, and thats how Jenkins X came into the marketplace.Now that you know what is Jenkins and Jenkins X, let us understand how these differ from each other.Jenkins vs Jenkins XJenkins X takes an opinionated view and is us ed to work better with containerization and orchestration tools like Docker or Kubernetes. Jenkins, on the other hand, takes an unopinionated view, but both of them are related to each other, as whatever can be done with Jenkins X can also be done with Jenkins. However, to do the same tasks with Jenkins, you will require several plugins and integrations. So, Jenkins X is used to simplify the configurations and lets you harness the power of Jenkins 2.0. It also lets you use open source tools like Helm, Draft, Monocular, ChartMuseum, Nexus, and Docker Registry to easily build cloud-native applications.Apart from this, Jenkins X defines the process while Jenkins adapts to the process which are required or needed. Jenkins X also adopts a CLI/API first approach and relies on the configuration as code to embraces external tools (e.g. Monocular, Helm, etc). On the contrary, Jenkins uses the first GUI approach with the configuration via UI and depending heavily on plugins.So, if I have to s ummarize the differences between Jenkins and Jenkins X, refer to the table below:JenkinsJenkins XJenkins takes an unopinionated viewJenkins X takes an opinionated viewIn Jenkins, you require several integrations and plugins to configureIt simplifies the configurationJenkins adapts to the process which are required or neededDefines the processJenkins uses the first GUI approach with the configuration via UI and depending heavily on plugins.It adopts a CLI/API first approach and relies on the configuration as code to embraces external toolsWith that, we come to an end to this article on Jenkins vs Jenkins X. If you found this article on Jenkins vs Jenkins X relevant, check out the DevOpstrainingby Edureka,a trusted online learning companywith a network of more than 450,000satisfied learnersspread acrossthe globe. The Edureka DevOps Certification Training coursehelps learners gain expertise in various DevOps processes and tools such as Puppet, Jenkins, Docker, Nagios, Ansible, and GIT for automating multiple steps in SDLC.Recommended videos for you What is Git A Complete Git Tutorial For Beginners Watch Now Puppet Tutorial DevOps Tool For Configuration Management Watch Now What is Docker DevOps Tool For Containerization Watch Now Top DevOps Interview Questions And Answers Watch Now Continuous Integration With Jenkins Watch Now Ansible Tutorial For Beginners Ansible Playbook Watch Now What is Jenkins? 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Read Article AWS CodeStar Tutorial: First Glance At AWS CodeStar Read Article AW S DevOps: Introduction to DevOps on AWS Read Article Top DevOps Interview Questions You Must Prepare In 2020 Read Article Top Chef Interview Questions All You Need To Know About Chef In 2020 Read Article Top Puppet Interview Questions For 2020 All You Need To Know About Puppet Read Article Jenkins vs Bamboo Battle Of The Best CI/CD Tools Read Article Chef Tutorial Transform Infrastructure Into Code Read Article Kubernetes Dashboard Installation and Views Read Article How to use Puppet Modules for IT Infrastructure Automation? Read Article How To Set Kubernetes Ingress Controller on AWS Read Article Azure Pipelines : Learn How To Create Azure Pipelines Read Article What is Jenkins X and how is it Different from Jenkins? Read Article Top Git Interview Questions You Need To Prepare In 2020 Read Article What Is Ansible? Configuration Management And Automation With Ansible Read Article Waterfall vs Agile: Which Is Better For You And Why? Read Article DevOps Periodic Table : The Ulti mate Cheat Sheet Read Article How To Use GitHub Developers Collaboration Using GitHub Read Article Kubernetes vs Docker: Comparing The Two Container Orchestration Giants! Read Article Comments 0 Comments Trending Courses in DevOps DevOps Certification Training72k Enrolled LearnersWeekend/WeekdayLive Class Reviews 5 (28700)

5 Ways to Make a New Employee Feel Welcome - Walrath Recruiting, Inc.

5 Ways to Make a New Employee Feel Welcome - Walrath Recruiting, Inc. Preparing for a new employee’s arrival is exciting and very important! From the moment they walk through the door, they should feel welcome, appreciated, and a part of the team. You want to make a great first impression with them and landing that first impression could lead to motivation, increased quality of work, and employee retention! Check out these 5 tips on making a new employee feel at home during their first days at the office. Be Prepared It is important to be prepared before the employee’s first day at the office. Ahead of time, make a schedule of tasks and training times. Keeping a new employee busy is a great start to job satisfaction. If an employee shows up with little work to do or is just thrown into a position with no direction, they won’t feel as confident or motivated. Greet them when they arrive with a welcoming smile and let them know the exciting and jam-packed agenda for the day! They’ll surely feel welcomed and like they already are a great asset to the team. On the Job Training Like we mentioned above, being thrown into a position with no direction is extremely stressful and difficult. Right off the bat, there is confusion, unneeded stress, and a negative lack of communication. That is not the way an employee should start a new job! Prepare some training tools that could help them learn about what they’ll be doing and how tasks should be done. Whether this is written instructions, a verbal conversation, or video tutorials, it is up to you and what you think is best suited for their position! Take the time during the training to let them ask questions. It is important that everything is clear from the start. Introduce the Team Another great way for a new employee to feel welcome is to introduce them to the team and other departments. Give them a tour on their first day of where everything is that they’ll need and who is located where. When introducing the team, it is important to let the employee know what each of them does and how they may be working with them on projects. Seeing familiar faces and knowing people’s names during the first week at a new job will help the employee feel more comfortable, especially when they have a question. Tell Them What to Expect Next Once the basic training, paperwork, and introductory tasks are complete, the next step is letting them know what comes next! Explain the day to day and give them a list of tasks ready for them to complete. Keeping them busy is extremely important. If they go in knowing what to expect, the more likely you will be satisfied with their quality of work. Open and honest communication is key! Check-in Check in now and again to see how they are doing. Make sure they feel comfortable with their work, the environment, and the team. Sometimes people are shy about asking questions, so inviting them to ask questions by checking in is a great idea. This not only provides clarity on both of your ends but shows the employee that you care about them as a new team member. A little preparation and a welcoming smile can go a long way. We hope you use these suggestions when a new hire starts at your company. Start on the right foot!