Key Facts:
- Regrets arise from decisions that didn't go as expected and can lead to self-blaming and decision paralysis
- Every present action and behaviour has its roots in a past where they served us well
- Regrets should be opportunities for growth and learning
Did you know that it takes just 100 milliseconds for us to decide if we like someone? The first impression is a game-changer and often challenging to alter. This notion applies equally when determining if a future employer suits us. That's why the process of onboarding new employees needs to be carefully considered.
Many organizations I've encountered only consider onboarding as starting with the first day of work. For me, it all starts with the very first email I receive from the organization, regardless of whether I'll join them or not. Done right, this initial interaction feels like a genuine two-way conversation, even when done through automated emails.
Taking time to address the person behind the application demonstrates respect and a people-centric attitude.
We've All Been There Once
I understand that the influx of applicants can be overwhelming, but that shouldn't justify responding with phrases like:
"...if you don't hear from us, it means we moved on with other candidates," or worse, providing no response at all.
Such practices reflect the organizational culture and attitude towards people. Going the extra mile here won't just benefit the organization; it enhances your ability to attract new talent.
I've personally witnessed the impact of putting people first. When you're a small, lesser-known company operating in a less exciting domain, attracting talent demands creativity. The secret lies in how we communicate, from job descriptions to the final email. Do this right and I can promise you won't regret it.
And So The Journey Begins
After successfully hiring a talented employee, the journey ahead is even more challenging. Turning that new hire into a productive team member requires a well-structured approach to the next phase of onboarding.
Starting a new job can be exhilarating and overwhelming simultaneously. Feeling lost is far from ideal. This is why the onboarding process is crucial in determining how soon an employee integrates in the organization. From an absent HR to hand-holding, I've experienced various methods, striking the right balance isn't an easy feat.
The Five Components
My years as part of the workforce have revealed what constitutes an effective onboarding process and what areas need improvement. From my perspective, a robust onboarding process consists of five key components:
1. First Day
The memories of my very first workday remain vivid, even after moving on from a role. This day provides insight into the organization's workings – the layout, the people, and the environment. Making this day as seamless and comfortable as possible reduces anxiety. I'm like a sponge during my initial months, absorbing information about company culture and my potential place within it. A structured first day with ample interaction creates a welcoming atmosphere.
2. First Week
In the first week, getting to know the team, tools, and processes is crucial. Understanding the workflow and diving into tasks is essential. Structured learning, particularly about the organization's history and knowledge base is invaluable. Organization and planning help navigate the vast landscape of the company. Conversations about goals, development, and opportunities should start during this week. It's a time for high interaction with both the direct manager and assigned buddy.
3. First Month
I thrive on practical learning and sharing experiences. The first month should introduce me to the actual work I'll be engaged with. Whether simple tasks or complex challenges, it's an opportunity to put my knowledge to use. Collaborating with colleagues, understanding their work styles, and integrating into the team is crucial in this period. This month provides a platform for feedback and assessment of my integration and progress.
4. First Three Months
In my experience, it takes about three months to become fully productive. Sometimes, more than three months might be needed, but this was rather seldom. Three months offer a timeframe to assess whether an employee is a good fit for the organization. It's also long enough to decide if the organization aligns with one's expectations. At the three-month mark, a review session provides valuable insights for further improvement. Midway check-ins can ensure the person is engaged and issues are addressed.
5. Buddy System
Having a support system in a new environment is priceless. Sometimes, approaching a direct manager might feel intimidating, and this is where the buddy system proves invaluable. Buddies possess in-depth knowledge of the organization and provide critical support during the first three months. They guide newcomers through the workplace, provide insights about work processes, and introduce them to key colleagues.
Join me in recognizing the significance of onboarding. Let's create a lasting impact, not only for the organization but for every new member who becomes part of our journey.