No organization can boast a 100% success rate when it comes to hiring. For example, you may decide that new sales rep isn’t going to make the grade, and you’ll have to show her the door. Or, your new accounting manager may tell you that she’s not happy with how her new schedule is impacting her family life. These kinds of separations happen. But, you don’t want them happening too often. If it turns out that you’re making mistakes when onboarding new employees, you’ll need to consider some of the changes suggested by Heather Huhman in an Inc.com column.
Enthusiasm versus Optimism
You want your new hire to do well so, of course, you’re going to maintain an enthusiastic attitude. Positive reinforcement is important, especially if your new hire is younger and just starting out in his career. Make sure to mix your praise with a healthy dose of honest assessment. When the employee makes a mistake, you’ll need to point it out. Increase his training if necessary and hold him accountable to completing his goals. If he doesn’t feel like he’s learning and improving his skills, he may be likely to leave your organization.
Huhman tells a story about a company that required new employees to participate in just-launched Friday happy hour. “The company began to notice new hires were leaving within 6 months of employment.” The department employees noted their discomfort with the drinking culture. Culture is tricky to establish. While leaders might set a tone through the actions and attitudes, it is often team members who will make certain aspects of your company’s culture thrive. Not everyone will want to participate in a company-sponsored drinking event, nor will everyone want to go kite boarding with the CEO on the weekends. Each employee must find his own way in a company and should be allowed and encouraged to do only what he’s comfortable with. If you assume everyone likes to party as much as you do, and if you engage in a bit of party-shaming, be prepared to see some of your new employees bolt.
Onboarding new employees can be tricky. If you haven’t reviewed your processes, both formal and informal, you might want to spend some time thinking about how new employees perceive the company, their role and the culture you are building.