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See Research StudiesThe process of on-boarding new hires can be a long and difficult task.
It requires a commitment of time and attention, two precious and limited resources for managers. But it’s your job to help set a new hire up for success—not only in the role and on the team, but also within the organization.
Unfortunately, far too often, managers view on-boarding with a very limited perspective. After all, they hired this person because they need a role filled. They approach this initial task with the goal of getting the new hire up and running as quickly as possible.
Also read: 4 Mistakes Leaders Need to Avoid When Onboarding
Some managers recognize the importance of also helping the new hire assimilate into the team. This is a better perspective, but still not as comprehensive as it should be.
In order to truly fulfill the mission of on-boarding, you also need to provide organizational context.
This is the crucial component which is frequently missing.
It’s not enough to merely show your new hire how to use the computer systems and introduce him or her to the staff. These things are certainly important, but they don’t provide the necessary background required for long-term success at a new company.
Also read: Is Your Team’s Morale Low? How to Guide Your Employees to The ‘Why’
What new hires need, whether they realize it or not, is a big picture understanding of the organization. Like you, they may be eager to get to work and show what they can do. Most fail to ask the high-level questions that lurk in the back of their minds. But without context, they’re left working in a vacuum. Ultimately, big picture questions—left unanswered—will hinder the new hire’s ability to contribute at a meaningful level.
So, what does this look like in real terms? Well, it’s simple really. Have a conversation with your new hire and address key points, such as:
- How the company makes money and how the new hire’s role impacts that
- The organizational hierarchy and how decisions are made
- Other key departments and individuals with whom you must coordinate
- Enterprise-wide objectives and goals and how the individual and team contribute to them
- Corporate values and how they are demonstrated in day-to-day work
This kind of high-level discussion is often sacrificed in the rush to get new hires producing. But remember that these topics provide invaluable information. Don’t get so caught up with the logistics of on-boarding that you forget the nuance of what it’s like to start working for a new organization. By proactively addressing these items, you’ll give your new hires an immense leg up.