Part 1 in this 3-part series focused on two onboarding strategies for new hires: 1) making a personal connection by helping them feel like the organization is expecting them, and 2) regulating the amount of information they get. In part 2 we focus on two more of the six strategies borrowed from executive onboarding that your new hires will immediately benefit from.
Strategy #3: Focus on building relationships
No person is completely independent or “on an island” if they are working for any organization these days. Strong relationships are the key to a successful onboarding experience and sustained work performance, as every engagement survey report will show. Start with your new hires as if they were as important to your success as the CEO would be. Think practically and strategically when selecting the people with whom they should meet and when. We typically focus on this area for new senior leaders, but too often, we slip into all tactical activities for other employees.
Try these strategies to boost your relationship-building for new hires:
All these strategies are “free” and only require a little bit of planning and collaboration with other functions to ensure that your new hires meet and connect with their key partners and internal customers.
Strategy #4: Create Early Wins
Early Wins are one of the best-kept secrets in a robust onboarding experience–maybe because it seems obvious, or maybe because we think of them as “job duties” and haven’t framed them as anything else. Senior leaders understand the power and impact of making some key contributions early to gain confidence, trust, and momentum within the organization.
Use these strategies to begin creating Early Wins during the onboarding process:
This “trick” can also be leveraged for every one of your new hires with a simple conversation and a worksheet. When we used this strategy with a client, the new hire gained better clarity about what the organization needed from her and was able to execute a few of those things in the first ninety days or so. As a result, the new hire felt increasingly more confident about her decision to join the company. Win, win, win!
Stats show that new hires are deciding as to whether they will stay or leave a new role during the first six months, so using Early Wins can help cement both the new hire’s decision to stay and give the organization indicators as to how they are doing against a formal plan.
Read about the next two strategies in part 3 of this series. If you missed part 1 of this 3 part series, click here.
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We start with thoughtfully diagnosing the team’s current culture by using available data, assessments and interviews.
This provides the team leader with a clear view of what is getting in the way of the team’s success.
We design a series of structured team sessions that:
Measure progress by leveraging CTD’s team-connect Survey to: