Let's talk about one of the most overlooked transitions in the workplace: onboarding new executives. You'd think after all the hassle and cash spent finding the perfect person, you'd roll out the red carpet, right? Nope, sometimes we just shove them into the deep end and hope for the best. Spoiler alert: that usually ends in disaster.
๐๐ถ๐ฟ๐๐ ๐๐บ๐ฝ๐ฟ๐ฒ๐๐๐ถ๐ผ๐ป๐ ๐ ๐ฎ๐๐๐ฒ๐ฟ. ๐๐ถ๐ด ๐ง๐ถ๐บ๐ฒ.ย
You REALLY do get only one chance to make a first impression. Mess it up, and you'll be spending the next year trying to clean it up.ย ย So, whoโs supposed to make sure things go smoothly? Newsflash: beyond the basics like payroll and benefits, itโs NOT just a job for HR.ย
In my opinion, successful onboarding is a tag team effort between the hiring manager and the new hire. Hereโs how you, as the new executive, can avoid creating a mess for yourself!ย
๐ ๐ฆ๐ต๐๐ ๐๐ฝ ๐ฎ๐ป๐ฑ ๐น๐ถ๐๐๐ฒ๐ป. No, really. Just listen. Ask questions and absorb the info. Show off your brilliance later when people actually know and trust you.
๐๐ถ๐ป๐ฑ ๐๐ต๐ฒ ๐ฟ๐ฒ๐ฎ๐น ๐ถ๐ป๐ณ๐น๐๐ฒ๐ป๐ฐ๐ฒ๐ฟ๐. Hint: theyโre not the ones with fancy titles. Seek out the people who actually make ๐ฉ happen and make them your BFFs.
๐ช๐๐ฒ๐ฎ๐๐ฒ ๐๐ผ๐๐ฟ ๐ฒ๐ด๐ผ ๐ฎ๐ ๐๐ต๐ฒ ๐ฑ๐ผ๐ผ๐ฟ. Seriously, check it right there.
๐ค ๐ญ๐ถ๐ฝ ๐ถ๐ ๐ฎ๐ฏ๐ผ๐๐ ๐๐ผ๐๐ฟ ๐ผ๐น๐ฑ ๐ท๐ผ๐ฏ. No one cares about "how we did it at X company." If it was so great there , whyโd you leave?ย
๐๐๐ฎ๐๐ฒ ๐ฎ ๐ด๐ฎ๐บ๐ฒ ๐ฝ๐น๐ฎ๐ป ๐ณ๐ผ๐ฟ ๐๐ผ๐๐ฟ ๐ณ๐ถ๐ฟ๐๐ ๐ฏ๐ฌ, ๐ฒ๐ฌ, ๐ฎ๐ป๐ฑ ๐ต๐ฌ ๐ฑ๐ฎ๐๐. Ask for feedback from your boss and your team. Donโt wing it.
๐๐ผ๐ฟ ๐๐ต๐ฒ ๐๐ถ๐ฟ๐ถ๐ป๐ด ๐ ๐ฎ๐ป๐ฎ๐ด๐ฒ๐ฟ:
๐ป๐๐พ๐๐ถ๐ฝ ๐๐ต๐ฒ๐บ ๐ณ๐ฟ๐ผ๐บ ๐ฑ๐ฎ๐ ๐ผ๐ป๐ฒ. Make sure they have a laptop, system access, and a phone. Nothing says "we don't care" like not having equipment on day one.ย
๐๐ฆ๐ฒ๐ป๐ฑ ๐ฎ ๐๐ฒ๐น๐ฐ๐ผ๐บ๐ฒ ๐ฒ๐บ๐ฎ๐ถ๐น. Introduce the new hire to everyone who matters either the day before or on their start date.
๐๐ฆ๐ฒ๐ ๐๐ฝ ๐บ๐ฒ๐ฒ๐๐ถ๐ป๐ด๐ ๐๐ถ๐๐ต ๐ธ๐ฒ๐ ๐ฝ๐ฒ๐ผ๐ฝ๐น๐ฒ. Donโt make them awkwardly schedule their own intros.ย
๐ผ๐๐ฟ๐ฒ๐ฎ๐๐ฒ ๐ฎ ๐ฏ๐ฌ/๐ฒ๐ฌ/๐ต๐ฌ-๐ฑ๐ฎ๐ ๐๐ผ๐ฟ๐ธ ๐ฝ๐น๐ฎ๐ป.ย ย With a specific deliverable a the end of 90 days. ย I like an overview of what the leader learned and what their plan is for the next 90 days.ย
โ ๐๐ต๐ฒ๐ฐ๐ธ ๐ถ๐ป ๐ผ๐ณ๐๐ฒ๐ป. Daily for the first two weeks, then every few days.ย ย Always ask how you can help.
๐๐๐ถ๐๐๐ฒ๐ป ๐๐ผ ๐๐ต๐ฒ ๐ผ๐ณ๐ณ๐ถ๐ฐ๐ฒ ๐ฏ๐๐๐. Pay attention to what others are saying about the new hire.ย
Transitions of any kind are HARD and they take planning and time.ย ย ย Time is the one thing most leaders are short on. ย If you don't have the bandwidth to onboard your a new leader, think about bringing on an Executive Coach to work with you to set up the plan and then work with the new hire during their first 90 days to make sure it's a success.ย
Whatever you do....don't wing it!ย
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