Orientation and Onboarding: 

Provide comprehensive orientation sessions to familiarise the new employee with the company's mission, values, and organisational structure. 

Assign a mentor or buddy to guide the new employee through the initial learning phase. 

Introduce the new employee to key stakeholders within the supply chain network, both locally and globally. 

Clear Expectations: 

Clearly outline job responsibilities, performance expectations, and key performance indicators (KPIs). 

Discuss the company's communication norms, preferred channels, and response time expectations. 

Regular Check-ins: 

Schedule regular one-on-one meetings between the new employee and their direct supervisor to provide feedback, address concerns, and track progress. 

Encourage open dialogue during these check-ins to discuss any challenges, successes, or opportunities for improvement. 

Performance Reviews: 

Conduct periodic performance reviews to assess the new employee's progress against set goals and KPIs. 

Provide constructive feedback on strengths and areas for development, and collaborate on action plans for improvement. 

360-Degree Feedback: 

Implement a 360-degree feedback mechanism where the new employee receives input from peers, subordinates, and supervisors. 

Ensure anonymity to encourage honest and constructive feedback, which can offer valuable insights into the employee's performance and interpersonal skills. 

Continuous Learning and Development: 

Offer training programs, workshops, and resources to support the new employee's professional growth and development. 

Encourage participation in industry conferences, webinars, and seminars to stay updated on global supply chain trends and best practices. 

Technology-Enabled Communication: 

Utilise digital communication tools such as email, instant messaging platforms, and video conferencing software to facilitate seamless communication across different time zones and locations. 

Ensure that communication channels are easily accessible and user-friendly for all employees. 

Cultural Sensitivity: 

Foster a culture of inclusivity and cultural sensitivity, considering the diverse backgrounds and perspectives of team members within a global supply chain organisation. 

Provide cross-cultural training to promote effective communication and collaboration across international borders. 

Feedback Channels: 

Establish multiple feedback channels, such as anonymous suggestion boxes, online surveys, and open-door policies, to encourage employees to voice their opinions and concerns. 

Actively listen to feedback and take appropriate actions to address any issues raised by employees. 

Celebrating Successes: 

Recognise and celebrate achievements, milestones, and contributions of employees within the supply chain business. 

Foster a positive work environment where employees feel valued and motivated to excel. 

By implementing a comprehensive feedback and communication procedure, a person starting at a global supply chain business in Australia can effectively integrate into the organisation, contribute to its success, and thrive in a dynamic and collaborative work environment.