We staff because the organization needs human power and it boosts others. We hire a person because they are the right fit for the job and the team. Our onboarding process should be just as calculated and intentional and not simply check legalities.
The first 90 days are a critical time for new hires to get onboarded and start well. Studies show that how you navigate this window of time will determine how quickly new staff members bring value to their new roles in the short term and add value to your team and organization in the long term.
SlingshotGroup.org
Do you have a process?
We can help.
Start with this free resource: Top Five Mistakes by David Miller.
Onboarding plans are intended to make new employees familiar with the overall goals of a company and support them as they embark on early projects all in an effort to achieve the perception of success and productivity quickly. The ultimate payoff is to reduce turnover and encourage workers to stay with an organization for a longer tenure.
“Transitions are periods of opportunity, a chance to start afresh and to make needed changes in an organization,” writes Michael Watkins, a professor at the International Institute for Management Development (IMD) in Lausanne, Switzerland and author of The First 90 Days: Critical Success Strategies for New Leaders at All Levels. “But they are also periods of acute vulnerability, because you lack established working relationships and a detailed understanding of your new role.”
Inc.com
Call 775-772-7505 or email jstearley@slingshotgroup.org to improve your team today.
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