How do you keep employees committed beyond Day 1?
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What are the implications for onboarding and cultural integration when your employees adopt the mindset of “I must hit the ground running?” Instead of focusing on speed and a transactional approach to onboarding, what if you switched things up? Build an integrated onboarding programme that allows your new hires to hit the ground learning©?
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How do you keep employees committed beyond Day 1?
- 1. Keeping new hires committed beyond Day 1 Shereen Daniels, Managing Director 26th September, 2019
- 4. Time Productivity LEAR N OBSERV E SE E APPL Y The promise land! What happens when someone hits the ground learning? • Cultural norms • Team dynamics • Political landscape • Explicit and implicit expectations
- 5. SEE OBSERVE LEARN APPLY Time Productivity The promise land! • Cultural norms • Team dynamics • Political landscape • Explicit and implicit expectatio What happens when someone hits the ground running?
- 6. From onboarding to ‘integration’ “How can you ensure that your new hire is a fully functioning employee as quickly and smoothly as possible?
- 7. Paperwork/administration Company orientation Internal stakeholders External stakeholders Cultural familiarisation Relationship building Business model/working capital cycle Evaluation of soft skills/work styles Very likelyUnlikely What’s in your integration programme? Can be facilitated by an enhanced communications and engagement strategy.
- 8. How do we evaluate their soft skills before, during and after they’ve joined? How do we support them to understand their work styles and identify blind spots that could trip them up later on? What proportion of our onboarding programme is filled with transactional activities? How far can we personalise the onboarding experience so new hires don’t feel like a cog in a wheel? What does it mean for our communication and engagement strategy? Some useful questions to pose to your business
- 9. Note to self: Stop using the phrase “hit the ground running”
Editor's Notes
- Being given the brief to find talent that could ‘hit the ground running’ was common when I was recruiting. I never gave it much thought, comfortable with the assumption that truly talented people could process information quickly, potentially need less support and can get on with things with little drama. But what are the implications for onboarding when you adopt this mindset? How does it impact the onboarding process, the employee experience and the ultimately their impact and productivity?
- Based on my experience, any new hire, regardless of seniority will go through these stages when they first join your business.
- Stage 1: See – Here your new hire will be taking it all in. During this stage they are seeing but not really absorbing. They can’t. There’s just too much information. Stage 2: Observe – Now they’re paying close attention. Watching carefully how people interact with other and the language used in emails for example. They are observing with an intent to learn. Stage 3: Learn – What is your culture? Explicit and implicit? What are your expectations about the job and how you like to work? How are the team dynamics with the Board? Stage 4: Apply – Now they are ready to take action. Applying what they’ve seen, observed and learnt, they can justify their plan and begin to execute. As they progress through this stage their performance increases and therefore they are more productive. ‘The promise land I call this’ and with time and understanding of cultural environment, they should excel.
- Contrast to hit the ground running. They have to do everything, quickly. See, Learn, Apply, Observe. Emphasis is on speed. If you provide support to understand the cultural makeup of your organisation great. But when people hit the ground running they don’t have time to take it all in.
- Most organisations do very well at the transactional side of onboarding – form filling, IT setup etc but miss the cultural aspects that can be the make or break of a new hire staying the course.
- Do most onboarding programmes include cultural familiarisation? Support with how to build effective relationships? Tools to evaluate working styles so the right behaviours are seen?
- Your integration programmes, coupled with giving your new hire the time, space and support to acclimatise, can make a massive difference to their success. And their productivity. It also keeps them committed to you. Not from their first day, but from the moment you’ve offered them the job.
- The end.