Do you know? Do you know the difference?
Recently I was working with a company on their talent management strategy and I heard a number of things from the focus groups I ran for them. A couple of items stood out:
- People took the position because it was a job, not for any higher purpose
- When they started they were never told why they were hired and what would make them successful
- The orientation was short and administrative driven not learner or employee centered
The way we bring people on makes a big difference in how they perform, how they feel about their choice and whether or not they will stay. Some of your employees may feel like people do after buying a used car…buyer’s remorse. They may even want to take advantage of the lemon law and go find a new job. Other employees may feel a sense of pride from day one. What is the difference?
- Job fit
- Their manager
- The employer’s on-boarding practice
Typically the last item, the employer’s on-boarding practice, or lack thereof, impacts the first two bullets. Too many times we have a poor selection process and leave our manager out in the cold when supporting them around the on-boarding process. Any on-boarding process should include:
- Clear reason why they were hired and why they will be successful
- At least a 3-6 month plan
- Developmental plan based on information collected in the selection process
- A buddy, mentoring, and/or coaching component
- Self paced learning component
- Connections to people and various departments in the organization
- And a quick win!
Here are some questions to ask yourself:
- How do you make a new employee feel welcome?
- How do you help a new employee feel connected?
- What do you do to inspire and stir the passion of a new employee?
- To what extent are new employees encourage and even supported in meeting and talking with key executives?
- How do you help illustrate the big picture and strategy to your new employees?
- How interactive is your process?
- To what extent can you off-load paperwork and other items to technology?
- Is your orientation effort design for HR’s ease or the employee’s benefit?
- How much information do make a new employee swallow and in what amount of time?
- What symbols, stories, and rituals do you utilize to demonstrate the value your company brings to the community, employees, and customers?