It’s not clear when onboarding stops and regular management begins. Some would argue that it’s all about the first day, week, month, 90-days, 100-days, six months or longer. Maybe.
The issue
The issue is that leaving new employees to their own devices before they’re ready to do everything is counter productive. No one hires anyone because of their ability to get up to speed fast. They hire them for their ability to deliver results over time.
The suggestion
Our suggestion is to give new employees all the help they need to accelerate the delivery of results for as long as they need it. This includes resources and support.
The beginning of a new year is a great excuse to re-look at teams. It’s a great time to remind yourself of Darwin’s premise that “It is not the strongest of the species that survives, nor the most intelligent, but the one most responsive to change”. Every team needs to be continually adapting to the changes in the world around them. Some of those teams will benefit from re-looking at what they are doing and creating 100-day action plans for how to jump-start their year.
A lot of people have been using the ideas in The New Leader’s 100-Day Action Plan as the basis for those team 100-day action plans. Remember the core planks that fall out of aligning people, plans and practices around a shared purpose:
- Imperative
- Milestones
- Early Wins
- Role Sort
- Communication
Here’s wishing you and your teams great things as you adapt for the new year.
George Bradt – PrimeGenesis Executive Onboarding and Transition Acceleration
