It’s what you do on the first day, first week, first month, and the first year that sets your new hire’s expectations for the rest of their career inside of your organisation. In my Growth, Leadership and Management Tip this month I’m challenging you to get clear on what is it like to join you, and what you can do better.
From the moment you first meet a new recruit you create the joining experience they have with your company. Do you know what it’s like for them in terms of your speed of execution, your letter of offer, and your follow-through? You must provide the training they need to understand your systems, how you communicate and function as a team, and how they will contribute to the culture of your organisation.
Don’t let your best talent become lonely in business through lack of communication and wasted potential. Make sure everyone is clear about job roles and not loaded to capacity with tasks that aren’t even part of their job. You need to map out their career journey starting with a basic training plan that covers systems, communication, expectations, forms, processes, and touch points you deliver to your external customers.
The next time you put someone on, list all emails, the letter of offer, touch points and training they require. That will become your checklist for onboarding new people. Then collect feedback from those people at intervals through their first year to learn about questions they had, challenges they faced, and conversations they needed to have. Add those concerns to your checklist and use that information to provide the ultimate internal client experience journey when people join your brand.
It’s up to you to set the experience curve for what is it like to join you. Set high expectations for yourself and for them. Deliver on your promises, and most of all, place them in positions where they will feel empowered to drive change in their personal lives as well as their career. Help each one become the type of person that they’re capable of being. That’s the very best experience you can share.
I hope you’ve enjoyed today’s Growth, Leadership and Management Tip, and I look forward to seeing you here again next month.