We have all had that key moment in our career. It's your first day in your dream job - how were you feeling? Excited, keen to make a great impact, some nerves but that’s to be expected! But at some point, realisation sets in and BAM - you have to learn a whole new culture, get to grips with the technology, products, services, machinery (navigating a photo copier can be hard enough!), get signed onto whatever internal systems are used, remember peoples' names, navigate internal politics, impress key customers, follow the correct processes - who actually does what anyway?! Its a minefield!!
And before you know it you are feeling overwhelmed! What have you done? You are not good enough, this has been a huge mistake and you should have stuck where you were! You find yourself working crazy hours to try to keep all the plate spinning (are you even doing the right things anyway - who knows but if you look busy enough hopefully they will not notice!) You hope the boss doesn't notice what a colossal mistake he has made in hiring you (please tell me its not just me who thinks that way!)
(Note to the boss's - you have probably been that person yourself at one point!)
Now, chances are you have invested time and money on the recruitment process, you've picked a great candidate and are understandably looking forward to them making a brilliant impact - particularly if its a senior appointment. But do you know, 60% of new leaders underperform in their first year? Often forming bad habits that can set them, their teams - and your company - back for years? How can you make joining your company a brilliant experience, a moment that matters that the employee will always remember, and set them up for success in the role?
Why not start with how we want that first day to feel? Choose 3 words - possibly valued, cared about and welcomed, or choose your own. Now, with that in mind, how can you create that experience from the minute they arrive on that first day? Who should welcome them, who should they be introduced to, how can you make day one feel special? Simple ideas - have a small buffet lunch, send out the technical kit required in the preceding days (with a welcome card!) ensure business cards/stationery have been organised - have their name on the notice board in reception as a VIP arriving - why not, its your company, you have autonomy to make it as special as you want! Don't have them sat in a corner reading a processes manual all day - leave that to day 2!
Now if that's day one taken care of, what does ongoing support look like? Be sure to help them by giving clarity over the key things you need them to focus on in the early weeks and months. Here are 5 simple suggestions:-
Set simple goals - agree together up to five key goals for the first three months and what the measures of success will look like
Create a Plan:- Ask them to create a three month plan on one page (its not war and peace, we don't want them taking three months to write the plan!) focusing on what actions they will take against these goals - you can check their activities are aligned with your expectations, and you can identify where they may need support, and from whom.
Follow up - You should check in with them at least every couple of weeks to show interest - you will have assurance they are on track, with the support and resources they need - and won't have any unexpected surprises three months down the line. Also appoint a Buddy to help them navigate the internal procedures etc and save them a lot of time and stress going round in circles.
Coach - one of the most powerful things you can do as a leader! And when better to coach someone than when they have so much to learn!
Give feedback and safety - let them know when they are doing well - we all need to hear that! But also provide a safe space for them to be honest when they aren't confident or have gotten it wrong, show curiosity not judgement, and see it as a chance to coach and support them.
Follow those simple tips and you will be well on your way to helping that new employee feel like your most valued employee - and their engagement will show up in their effort - which will convert to reward for all - customers, colleagues and the company.
Want to take a step further? Coaching is the most powerful ways to create engagement, motivation and unlock potential. You have already invested time and effort in the recruitment. We know that 60% of new leaders do not perform as expected in the first year. Why not load the dice in your favour by giving that employee the support of an external coach for the first three months? A safe place to get headspace, to focus, consider ways to best engage their team or customer? I have supported numerous leaders during moments that matter, helping them transition from the newbie to a truly impactful leader, far quicker than would have happened without that support. Its a short term time investment - typically an hour a fortnight for no more that three months - but it can make a huge impact! Enquire about my Moments that Matter Package - I'd love to help! www.lizgilchristcoaching.co.uk
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