Is the grass always greener on the other side?
We quit our jobs with the idea of leaving for green pastures only to find out that the new job we just landed is just as bad if not worse than the last. Yikes!
Why does this happen?
Simply, we made a decision without fully understanding the ‘why’ behind it.
When we’re at a point in our careers where we’re considering leaving our employer typically one or more of the following is happening:
These are the top five answers people share on why they resigned from their employer.
When we’re frustrated at work, especially if it has been going on a while, all too often we’re ready to jump ship without checking first if we have a life preserver on. The first opportunity that comes along meeting our ‘minimum qualifications’ can appear to be a god send. We yell out, “where have you been all my life” as we go through the interview process with our new prospective employer hoping they’ll give us the chance to say “Adios” to our current employer.
But wait! How much research and investigation did we do ahead of time to ensure our hopeful new employer is better than the last? Does it meet our needs? Do we even know what our needs are?
Here in lies the trap many of us fall into. We convince ourselves that what we have (our job or employer) is crap and anything else that presents itself is therefore exceptionally better than the last. We dive into the new opportunity to get away from the old to find ourselves quickly back into the same situation we were in before.
How could this be? (it certainly isn’t our fault because it never is)
Sorry to be the bearer of bad news – if you’ve experienced this it is indeed your fault. Now, let’s be fair, maybe no one ever taught you how to go about finding a new job and ensuring it met your needs. If that’s the case consider this first situation ‘my bad’ and moving forward use the following steps to better understand what you need and how to get it with a new job:
Step #1: Self Reflection – take time to better understand where your unhappiness comes from. Without knowing this it will be very difficult to improve your situation
Step #2: Honesty – are you giving your current job everything you can? If not then you’re putting yourself at risk of running from one issue to another, just at another company
Step #3: List Your Expectations – write out a list of 5-10 things you want in a career and employer. Your top #1-3 should be non-negotiable no matter what
Step #4: List of New Employers – if you’ve decided it’s time to move on build a list of companies in the area you want to work which meet your needs, at a minimum your non-negotiables. This information can be obtained by speaking with current employees of those companies or reading reviews online.
Step #5: Network – this is the biggest misstep of all. Many times we don’t do this which means we aren’t getting a good enough perspective of what is going on within the industry we want to work in. Networking builds our connections and insight for businesses in the area we’re trying to find our next employment. It can also help us land a new gig.
Step #6: Confirm Expectations – when you get to the point of interviewing with a new company make sure to ask them how they show up with the list of items you have created that are important to you. Ask every person you meet within the company. If their answers don’t jive with your expectations this isn’t the right company for you.
Step #7: Show Up – if you do decide to take a new job with a company that meets your new set of expectations it is imperative that you show up and give them everything you’ve got. 150%. During this time you should also be making mental notes to see if your new employer is in fact upholding their commitments to your expectations. Caution – when you’re new it is a 50/50 split of responsibility where both parties have to come to the table to make the employer/ employee relationship work. Don’t just sit back and expect your new employer to drool all over you and praise you without you showing up in the new job accordingly. Praise, respect and opportunity are earned – never given for free.
Unhappy at your job? Looking for a new one?
Before you act on it make sure you understand why you’re in your present situation before you get into a new one. Once you know what you want it will be much easier to find the right opportunity rather than the first opportunity.
My father once shared some sage advice with me: “never burn a bridge”.
I’ve been consistently amazed at how small a world it can be as I often times run into former colleagues, clients and friends who I shared a past relationship with to varying degrees from a past life. When I bump into these past connections its uncanny how often I find out the person I knew prior now has a direct ability to impact my current life, professional and personal. This is the prime reason I firmly believe one should never burn a ‘relationship’ bridge.
What about when we have to quit our job?
January and February represent the highest attrition months of the year, meaning the largest percentage of resignations and terminations occur within these two months. Why does this happen? Companies and employees alike are looking at the New Year and wanting to start fresh which typically means getting rid of employees that aren’t cutting the muster or employees themselves who leave jobs that have lost their luster.
When we’re the one to make the decision to quit our job it can be fun to think about the moment you deliver the news, after which you imagine yourself singing and dancing through the office like you’ve just won the lottery while your colleagues look at you like you’ve lost your damn mind. We experience our very own Jerry Maguire moment and we’re all too thrilled to ask everyone around us “who’s coming with me”.
In these moments are we thinking about how our actions will impact our future?
Some of us do, however there is a rising majority of people that seem to forget that the way we handle our resignation may or may not pay dividends in the future. If you plan to quit your job in the near term use these steps to deliver the news to your employer while leaving gracefully.
Step 1: Quit before things get bad
Often times we wait too long to quit a job that we know isn’t right for us. If you wait too long you risk your reputation suffering as often times our productivity begins to lessen as we aren’t as passionate about the job as we once were.
Step 2: Don’t tell anyone
It’s a big mistake telling colleagues you’re quitting before you’ve actually delivered the goods. The last thing you need is your boss to find out you’re quitting before you’ve actually confronted them with the news.
Step 3: Be professional but save the novella
It’s a good idea to inform your employer about why you’re leaving and perhaps even some small detail on where you’ll be going. Anything after that and you’re just wasting time and energy. This is not the time to spill the beans on all of the crap you hated about your job, the company or your boss, creating a drama tornado in the process. If you work for any sizable company HR will typically ask for this information however it does nothing to serve you for the future, it only serves their interests and that isn’t your problem anymore. The time to give feedback was when you were fully employed, not when you’re exiting.
Step 4: Make it official
Your resignation should be given to your direct boss and no one else. Be sure to provide him or her with a formal, typed out resignation. Google ‘resignation templates’ and you’ll have all the options to your hearts’ content.
Step 5: Respect & professionalism at all times
What’s most important to remember while you’re going through the resignation process is your professionalism will be noted by almost everyone involved. If you plan to continue working in the same industry or similar industry you’re current job is in more than likely you’ll run across your company’s employees in the future. For this reason and many others it’s important to be respectful to whoever is involved, which also means providing at least a two week notice to your employer. Also, you should never gossiping or talk ill about your boss or company after you’ve left. All that does is make you look bad in the process, which includes going online to rant about how thrilled you are to not work there any longer.
Step 6: Keep it classy
I once had an employee of mine who had quit send me a letter several weeks after the fact thanking me for the time she spent on my team while also sharing what she learned. I was really impressed by this because it signaled that while the job wasn’t for her any longer she did appreciate the opportunity while she was here.
In the end, we all will be judged by our actions so it’s best to remember these sage words…
“Never burn a bridge!”
Last week a friend and I had an interesting conversation over dinner having to do with hiring new grads from college. The two of us agreed that we have seen a rise over recent years with the number of people coming out of college ill-prepared for the working world. But why?
We discussed the disparity that exists with some new grads and their ability to actually put their years of scholastic achievement to work in the real world. Regardless of their GPA many of them struggle and it has employers concerned, especially in the engineering world.
This is where our conversation hit a crucial point and where the rubber meets the road for our recent college graduates: theory versus application.
In academia theory is served up on a silver platter. Students learn by lecture, book and lab. They learn the ideal setting and framework of hundreds of concepts. What they learn is ‘HOW’ something works, where it comes from and should you need to replicate it follow these guidelines, etc. Kind of like a recipe for baking a cake. Follow these instructions and the result will be a nice red velvet cake. My favorite!
Unfortunately what we get a lot of times after the supposed recipe has been followed by new grads is not red velvet cake at all. It’s a pile of crap that doesn’t remotely resemble a cake nor is it edible. Simply being able to follow a recipe, or recite a definition for that matter, does not mean you truly understand the concept which can be a really rude awakening for a newly hired recent graduate in the working world. Our recent engineering grads may be able to tell us the definition of Ohms Law, reciting it verbatim however they struggle to actually use that same theory in practice in the working world when it actually counts.
What academia fails to accomplish is teaching and engraining in its students heads the ‘WHY’ part of the recipe, not just the ‘How’. Learning the ‘WHY’ behind a concept provides us with a larger frame of understanding rather than just surface level information. This articulates the important difference between information and knowledge. (information = theory whereas knowledge = application) When we know why something exists we can better apply said concept to real world settings and or make suitable adjustments when things go array. The ‘WHY’ piece also addresses creativity. When we’re confronted with an issue or challenge in the working world there’s no professor or recipe to help keep us on track. No directions that say ‘substitute this for that if this happens’. One has to be able to draw on their creative juices AND theory to come up with possible solutions.
Why do recent grads struggle with applying their education in the workplace?
My humble opinion falls on two primary contributors:
Don’t worry employers. Fret not new grads, we can fix this challenge so that everyone comes out on top.
How can we change this to help our new grads?
It’s happening all around you and chances are you haven’t even noticed. Don’t feel bad, you’re not the only one that may have missed it. There’s a lot of attention being drawn to a specific area of our domestic workplace which stands to change much of what we know about working for corporate America in the very near term.
Meet the Solopreneur!
A Solopreneur, we’ll call them ‘Bob’ for purposes of this article, is someone who owns a business, yet has no formal employees. (W2 employees)
Bob represents a fast growing portion of the US economy and he’s got a lot of friends interested to learn more about what Bob does, how he did it and how they can get in on a piece of the action. According to the SBA Bob’s makes up an estimated 70% of all small businesses across the country. Furthermore, Intuit released a study that estimates 40% of ALL businesses in the country will be like Bob by 2020.
What does a Bob look like?
As mentioned a moment ago it’s someone who is in business and is the sole employee of that business. They’re owner, operator and doer all in one. They come in all shapes and sizes and their most popular amongst Baby Boomer and Millennial generations. In years past our Solopreneur Bob has had more traditional titles like Consultant, Contractor or even Gig Economy. They all represent the same thing which is someone who does work on behalf of others through their own means – and this type of work is growing quickly.
If we follow the laws of supply & demand we find that when there is demand for something the market typically reacts, responding with a solution. Why is it then there is such a demand for Bob? The uptick in Bob’s is caused by three major factors:
1. Our workforces’ desire for work life balance and flexibility in their jobs.
2. Company’s desires to reduce overhead costs associated with hiring full-time employees, especially as the cost of having employees continues to rise.
3. Company’s desires to continue to find more efficient means of getting work done.
With all these Bob’s running about its only natural to wonder how this might impact the overall workforce as we know it. Here are the top 7 workforce impacts that we could experience as a result of the Bob’s.
1. As more people move towards the Solopreneur career it becomes harder for companies to control their internal culture and keep their employees motivated amongst the constantly changing faces in the office.
2. The old thought process which said “to build a great company we must hire great employees” quickly diminishes as companies are hiring Bob’s who are experts in specialized areas to produce quicker than normal results. Efficiency is the driver of many of our decisions in the business world.
3. Companies become more agile as they use flexible resources allowing to bob and weave with the economic punches. (pun intended)
4. It’s possible our workforce could become fractured as Bob’s risk alienating themselves due to the isolation that comes with being on their own
5. The need for excellent leadership increases dramatically. We’re already at a deficit now with good leaders in our country but with a larger portion of our country working independently it will be crucial for companies to have exceptional leaders which are capable of meeting objectives while successfully motivating both internal and external resources
6. People who choose to go the Bob route and do so successfully may find much more enjoyment in their careers as they are making both a difference in their respective industries as well as an internal drive to truly be independent
7. Being a Bob isn’t always easy. The fact is that in order to be a successful Bob you have to know how to sell and market yourself and your services. If you’ve never done that before allow me to be the first to tell you selling and marketing a service is not easy nor for the faint of heart as rejection is common place in the Bob business. As a result it is likely many would enter into a Bob career to only sputter out in a year or two after they’ve realized it’s more demanding than a normal 8-5.
Whether you’re a fan or not of the Solopreneur, Bob phenomenon, the fact stands that it’s a growing need in our workforce. What does the Bob-life mean for you?
By the by, I happen to be a Bob myself!
Back in December of 2015 I wrote on a topic that was near and dear to my heart as it is something I came across often in business, matter of fact still do today. It’s a challenge which all companies deal with quite frequently and seem to struggle creating a sound solution to the problem.
What is the challenge you ask?
It’s transitioning an individual contributor into a management role for the first time and doing so successfully.
Identifying a person, let alone the right person, to take on management responsibilities is becoming increasingly more difficult. HBR put out a stat recently which indicated companies fail to choose the candidate with the right talent for the job 82% of the time when hiring for management roles.
If it is so tough to hire for management than imagine the challenge and stress a person feels when they do get the job and are new to the role. I’ve been there and can share from direct experience that most often you get thrown into the deep end, left to tread water with a giant weight over your head. The majority of companies out there don’t offer formal training programs to their newly promoted managers therefore the sink or swim mentality is a very real and potentially frightening hurdle people looking to be promoted need to be aware of. Without the right training, development and mentorship it’s incredibly challenging how tough management jobs can be.
Have no fear my friends. Even if you find yourself in a management role without the necessary training and development there are many things you can do to improve your likelihood of success. If you follow these 13 steps you will be on your way to building a future that is purposeful and aligned for success as your lead your team to victory. (or a full write up and details of how each step below works click on the following links: part-1, part-2 and part-3)
1. Read “The Go-Giver” by Bob Burg and John David Mann
2.Have a 1:1 (One-on-One) with Your New Boss
3. Communicate Your Plans to Your New Team
4. Learn About Your New Role and How It Impacts the Business
5. Identify a Professional Mentor Outside of Your Immediate Company
6.Schedule 1:1 (One-on-One) with Your Team
7.Create Performance and Professional Development Plans
8.Develop Time Management Structure
9.Develop Relationships With Other Leadership
10.Create A Department Game Plan
11.Present Game Plan To Your Team
12.Create Systematic Communications & Follow Ups
13.Plan A Team Event
These 13 steps are to be used as an outline to reach success as you step into leadership. My best advice is to use this framework in combination with a style that is authentic to who you are as a person and who you want to be for others.
It is my belief that anyone CAN be successful in leadership so long as they have the right attitude, mindset and care for others. This is the foundation for which you need to be successful in leadership. Having a leadership game plan along the way merely keeps you on track, increasing your chances for success and happiness, providing you the best opportunity to serve those lead.
For many Americans career progression is as important to them as the air they breathe. When we’re at a point in our careers where we’re looking for the next best thing or a new challenge often times it means taking into consideration a management role.
To be successful in management, or leadership for that matter, it requires a completely different set of skills which are typically very different than the skills which were needed to be successful in a staff level role. When we are a staff employee, meaning we don’t have any direct reports, our focus is to ensure we do the best individual job possible. Regardless if we’re a part of a team or not, when we’re a staff employee we really have one main concern – make sure our butts are protected by doing a great job.
Being in a management role is very different. While it’s important the manager does a good job, she is also responsible for a number of direct reports and therefore is responsible for their contributions as well.
The transition to management can either be a dream come true or a living nightmare. Regardless of which camp you may be in it’s important to consider two things before you make the decision to throw your hat in the ring for the next management opportunity:
What the statistic above from HBR and Gallup tells us is that it’s incredibly tough to make a good decision on who will be successful in a leadership role. While the decision to hire or promote someone into a management role ultimate rests with the company, what happens thereafter is largely attributed to the individual in the role. Let’s make no mistake about it, a move from staff level to management can be an incredibly rewarding opportunity but to be successful in the new venture you need to know beforehand if you’ve got the foundation for what it takes to be successful leading others.
Before you consider a career in management think about how you deal with these five foundational leadership questions:
1.Do You Genuinely Care About Other People?
I’m going to take a hard stance here and simply say if you don’t care about others and aren’t willing to put others before yourself you’ll never be truly successful in leadership. I choose the word ‘never’ because you may see some success early on however in the long run a lack of genuine care for the people will always bring about challenges which are near impossible to overcome. The best leaders out there, regardless of their titles or the size of the company they work for, view leadership as an act of service and truly care about the wellbeing of their employees. “Leaders eat last.” – Simon Sinek
2.How will you handle ‘The Technician Syndrome’?
This is particularly important for people in a technical capacity to consider. The word ‘technician’ refers to a person who is in an individual contributor role focusing on hands-on work. When you make a transition into management you are stepping away from some or most of your daily technical hands on duties. There are some exceptions to this, for example if you work for a start-up or small company and are a ‘working executive’, however most of the time management roles focus their time and energy on their people and a strategy for getting work done. People who have technical backgrounds tend to struggle with this change as often times their original passion which has guided them to this point in their career was focused on being hands-on in their role, creating, building or testing things. (a Mechanical Engineer that designs new products)
3.Are You An Influencer or a Dictator?
What is your natural working style when you are in situations where you are working with others? Do you have a tendency to listen, support and coach or are you the type that would rather just tell people what to do? Successful leaders do more listening than they do talking. They understand the importance of giving their people an opportunity to contribute ideas, take risks, do things their own way, etc. Managers that don’t do this have a hard time motivating their employees as they view their employees as workers who are to be told what to do, when to do and how to do their work.
4.Can You Delegate?
Can you give someone else an opportunity to take on a project or work? Are you able to allow someone else the chance to take the spot light and recognition? Do you trust others to get the job done? These are all important questions which tie into delegation. Successful leaders delegate frequently because they know firsthand that it isn’t wise or feasible for them to do everything. Delegation also has a unique outcome which communicates trust and ownership to your employees whereas not delegating sends the exact opposite signal.
5.Are You Willing to be a Shrink?
It’s not the prettiest part of the job but a consideration nonetheless. A very real part of management is dealing with people problems, like a shrink would, and working constantly in conflict resolution. This aspect of the job often sends people screaming for the hills as dealing with people problems can be challenging and often viewed as a waste of time in the corporate world. Successful leaders view the people interaction part of the job as an opportunity for improving themselves and their employees while further developing a deeper relationship. They look forward to the moments to learn from, listen, coach and guide their employees. They do this because they genuinely care about the welfare of their employees both at work and home.
If you’re considering going into management take the time to think about how you show up with these five foundational leadership questions. What’s important to consider is that if you don’t have these intangible skills now can you develop them over time? The answer is most definitely yes, it’ll just take time, patience and a willingness to always be learning.
With the start of 2016 we’re moving into the time of year in which the largest percentage of career changes take place. This also means many of us and our colleagues are faced with tough decisions which can have a significant impact on their careers. Those decisions come in the form of…
taking new jobs,
quitting old jobs,
and moving into new opportunities,
…to name a few. Regardless of what group you may fall into at the beginning of this year making a decision that impacts your career and life is never an easy thing to do.
In December we covered a three part mini-series on the 13 easy to implement steps for making a successful transition into leadership and doing so with wild success. If you are considering taking a leap of faith into your first leadership role this year you’ll want to heed these words as it’s crucial to your success to have a well thought out plan which starts you off on the right footing.
Let’s imagine you have already made the decision to take that new leadership role. Following these 13 steps for transitioning into leadership will aide you in moving into the job with a clear head, focus and a plan for you future success. You can click on the links below to view each series in further detail.
Part 1: Self Discovery
6. Schedule 1:1 (One-on-One) with Your Team
7. Create Performance and Professional Development Plans
8. Develop Time Management Structure
9. Develop Relationships With Other Leadership
Part 3: Priorities
10. Create A Department Game Plan
11. Present Game Plan To Your Team
12. Create Systematic Communications & Follow Ups
13. Plan A Team Event
It is my belief that anyone CAN be successful in leadership so long as they have the right attitude, mindset and care for others. This is the foundation for which you need to be successful in leadership. Having a leadership game plan along the way merely keeps you on track, increasing your chances for success and happiness, providing you the best opportunity to serve those lead.
“Where there is no vision, there is no hope.” – George Washington Carver
How does 2016 look for you so far? If you’re like 62% of the businesses out there you have plans to hire at some point this year. Based on recent global studies LinkedIn’s reported that this hiring growth is expected to be an increase from 2015.
Growth in hiring is typically a good thing. Hiring itself is another matter altogether.
Successful hiring can make or break the performance of a company. Unsuccessful hiring on the other hand can create all sorts of fun challenges for folks like you and me. In fact, Harvard Business Review recently published information indicating that 80% of employee turnover is due to bad hiring decisions.
What does this mean? First, let’s look at the potential tangible repercussions.
According to Dice, one of the larger online job boards, a poor hiring decision for a candidate earning $100,000 per year could cost, on average, $250,000, and that expense comes right off the bottom line. That’s scary stuff! Basically, if the hiring decision you make to ends poorly you can expect that mistake to represent 2.5 x the cost of whatever the salary is of the person you are hired.
Now let’s look at the intangible costs.
Turnover has a nasty habit of sullying a company’s culture. It also can damper the spirits of those that stick around while creating a poor company image within the eyes of the local market.
Long and short, your ability to make the right hiring decisions this year will be crucial to the success of your business, your fellow employees, your newly hired employee and your own career.
Rather than fearing the hiring process and potential consequences, let’s look at hiring as an opportunity to WIN by making the ‘process of interviewing’ say UNCLE! Going into hiring with an open mind, a plan and clear direction will enable you to succeed more often than not.
These 15 tips can help you improve your chances of making better decisions for yourself and your company (for the full article and descriptions of each of these 15 tips click here):
1. Why Would Someone Pick You/ Your Company?
2. Character Over Competency
3. Behavioral Based Interviewing
4. Know What You Want Before You Interview
5. Consult Others
6. Make Sure You Know And Understand Your Vision
7. Best Foot Forward
8. Tell Them Your Leadership Philosophy
9. Interview Tests
10. The Reference Trick
11. Put Yourself In Their Shoes
12. Overqualified For The Job
13. Know Your Non-Negotiables
14. Challenge Your Own Mindset
15. Don’t Hire If It Isn’t What You Want
Do you have your own tips for making a successful hire? If so, feel free to share in the comments section of this article.
If you’re hiring or plan to hire this year it’s important you know two truths about present day hiring:
After a decade of working in the technical services and recruiting industry I’ve had few experiences, less than I can count on one hand, with companies that had onboarding programs which I would classify as amazing. Most companies fall short, way short, when it comes to providing a good onboarding experience to their new employees.
There’s an important note to be made here. When people hear ‘hiring’ and ‘onboarding’ they have a tendency to think that those responsibilities fall on our partners in HR. This couldn’t be farther from the truth. The leaders who make the actual hiring decision have much to do with this process and good leaders know firsthand that their involvement can make or break the success of that new employee.
Employees, regardless of age, are looking for an ‘experience’ at work. Of course having a job is important to them but increasingly important, arguably more important, for a large majority of the professional workforce is the need to work at a place that provides an experience of comradery, meaningfulness in work, giving back, etc. and the list goes on.
Part of that experience is a company’s onboarding program and these programs shouldn’t be taken lightly.
Does your current employee onboarding program communicate the right message to the best candidates in the market?
Forbes estimates as high as 20% of employee attrition occurs within the first 45 days on the job as a result of poor employee onboarding. In fact, new employees who attended a well-structured onboarding orientation program were 69% more likely to remain at a company up to three years.
That’s a huge impact!
According to iCIMS, a software company specializing in recruiting systems and software, identified that new hires meet their first performance milestone 77% of the time when a formal onboarding program is in place versus only 49% of the time when one ceases to exist.
What that tells us is that when a good employee onboarding program exist BOTH individual performance and job tenure improve dramatically. I would also dare to say that the employees’ happiness and appreciation for the job are improved as well.
What do you do if your employee onboarding program lacks an experience to capture the best of the best?
Look no further – this article provides a complete overview of the only onboarding program you will ever need. Be prepared. There’s some work to be done here before you can just go hire someone and plop them in their bean bag cubby, or dungeon, whichever you’re working with. For the purposes of this article the ‘onboarding experience’ refers to the entire spectrum from when a job posting first gets released straight through to the new employees sixth month on the job.
The SQR1 Six Month Onboarding Program:
Step 1: Candidate Identification
This is the employees’ first glimpse into your company, their experience during this time matters greatly as to whether or not you will have an employee for years or for a matter of months.
- Job Posting – make them friendly and exciting; talk less about performance expectations and more about the opportunity and experience they will have in the role; create enthusiasm in candidates by sharing with candidates exciting things to come like new technology, new services, positive changes within the company, company culture or philosophies, etc.
- Call Backs - ensure people receive call backs to their application; there’s nothing worse than when people apply to a job opening and don’t hear anything in return; automated responses acknowledging the resume submission are at a minimum a necessity, at which point an acceptance or notice of decline is appropriate and certainly better than not saying anything at all and sending people into a black hole.
For the rest of the article click here...
Have you ever felt this way on your first day on the job?
“Welcome to [insert your company name here]. We’re glad you’ve joined us. Now that you are an employee please note the following... We ask that you not ever leave your cubical unless it’s to use the complimentary copy machine or in case of an emergency. Bathroom breaks are two minutes long and can only be taken at, oh I’m sorry, you’ve already missed that window today. We discourage you from talking with the other people in your vicinity, so don’t do it. If you have a problem, please feel free to Google your own solution from your smart phone, but not your work computer. Your training will consist of, well we’re not sure at this point so we’ll keep you posted on that. Thank you for your unconditional submission of your body and soul and welcome to the team.”
While that may be grossly dramatized, more for my own amusement than anything else, it is incredible how often employees on day-1 feel this same way. While their new employer might not communicate directly in this manner the end result is that they leave people feeling miserable on their first week of the job primarily because the company hasn’t put enough focus into their ‘onboarding experience’.
I’ve experienced this directly myself. When I started with a company many moons ago I showed up on my first day to have no computer, no trainer/ direction and no workstation. As a result I had to use a computer in the office lobby for my first week completely disconnected from the rest of my new colleagues. Few times did someone come to check up on me. I was handed a large booklet and told that I needed to work through the various sections as quickly as possible. Once I was done I was to tell the office manager and they would think of the next thing for me to do. An awful first impression to say the least.
The onboarding experience is a crucial first impression and we had mentioned last week that Forbes estimates as high as 20% of employee attrition occurs within the first 45 days on the job as a result of poor employee onboarding. When we started the discussion last week on SQR1 Six Month Onboarding Program the focus was to bring light to a full proof way of making sure your new employees were welcomed with open arms and given all the tools to be successful with their new jobs.
As a reminder, we will reference the term ‘onboarding experience’ several times throughout this article which refers to the entire spectrum from when a job posting first gets released straight through to the new employees sixth month on the job.
If you missed part-1 of this article from last week click here to view:
Step-1: Candidate Identification
Step-2: Interview Process
The SQR1 Six Month Onboarding Program (continued):
- Appreciation – when contacting the candidate who just gave their life to your tireless interview process it’s important to start off appreciating the time they spent with you and your cohorts. They most likely had to rearrange and adjust their personal lives and dodge their current employer in order to make your interviews. Taking a moment to say thank you is the least we can do.
- Personal Touch – I’ve always found it odd that in many companies HR or a recruiter is the one that makes the offer to the candidate, not the direct hiring manager. I’m aware that this is done many times for legal reasons however it leaves a bit of a cold impression with candidates. As a leader I have always found it important to call the people I’m looking to hire directly and discuss the offer letter with them one-on-one. No one will have more enthusiasm and passion about wanting to hire the new employee than the actual hiring manager themselves. A key piece here is that if you are going to go this route and you haven’t had experience doing it before it would be good to take a moment to speak with your HR group to understand what can and cannot be said during these calls.
- Spoken Word & Paper – it isn’t enough to verbally offer someone the job. Professional companies out there big and small follow up the verbal offer with a formal job offer which covers every aspect of their prospective employment. This offer should also require the candidate to sign off on the terms of their prospective employment so there is little room for someone to come back and say they didn’t understand what they were getting into. Email the offer letter on company letterhead as a PDF copy for quick follow through.
- Open Dialogue – when discussing the offer letter make sure to ask the candidate for their feedback once they have had an opportunity to review the fine print. It’s important that all parties involved understand all aspects of the proposed new partnership between employee and employer.
Step-4: Physical Onboarding
- Greetings – a designated person within the company, preferably the hiring manager, should be ready to greet the new arrival on their first day on the job. There’s nothing more classy than for the new hire to walk into the lobby and see a friendly face there to greet them and get the day started.
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About the Author
Serving over a decade in the technical services industry in Orange County, CA, Travis Smith has developed a talent for assessing technical talent and overseeing technical projects. His other areas of specialty include: leadership development, business development, resource planning and creative solutioning.