Stop thinking that your culture just is what it is and can’t it be taught. The culture of your organization is at risk with every single new hire you bring on-board in any role. If you have a team of people who go the extra mile and help each other out, but you hire someone who doesn’t share that philosophy, they can potentially turn your team of people willing to stay late into a team of people who say, “that’s not my job.” As a leader, your primary job is to protect your effective culture or fix your broken culture. It’s the foundation upon which all of your business decisions is made. A faulty culture leads to a future collapse.
Stop acting like you don’t have any role in getting new hires acclimated to the company. New people join your team and are immediately shuffled off to HR for paperwork or to their manager for role specific training. That’s great, but it’s too transactional for people’s tastes today. We live in a much more connected world and relationships are more important than ever. If you want new people to hit the ground running and give you their best effort, they have to feel like they belong. It starts at the top. A CEO in Atlanta has a team of 400+ people. If he is in the corporate office when a new hire starts, he will personally greet him/ her. If not, he has his executive assistant schedule a Skype call so he can personally welcome them to the company’s family. It means a lot when the head honcho says “Welcome.”
Stop pushing all new hire training onto HR or the Training & Development team. What? Isn’t that why you have HR and a T&D team? No. Sorry, it’s not. HR is there to keep you in compliance and out of jail. Stop thinking that your new hires are up and running after HR does a 1 hour, 2 day or 3 week orientation. The more people involved in getting new hires up to speed the quicker the team will gel and get important work done effectively.
Stop behaving like your employees need their job more than you need them. Regardless of what the marketplace or economy is doing, people work for people. People need to feel appreciated and valued. If they feel that way, they stay and give their best effort. If they don’t feel that way, they are out the door as soon as a better offer comes along. Even a similar offer is worth a try when someone is feeling undervalued. The company picnics and social events are not just a nice thing to do for your people; they bond your folks together so they care about each other and want to be around each other.
If people are your number one asset and largest expense, stop ignoring what needs to happen to get new people up to speed fast.
Merit Gest is a Principal with The Revenue Accelerator and a sales & behavioral expert who works with organizations to ramp up new salespeople fast so they produce more and stay longer.
Merit@MeritBasedOnboarding.com ….. 720-980-1286