When a new employee joins your team, does your onboarding set him or her up for success? In some cases, this important process of integrating someone into an organization is more about completing human resource paperwork, than learning about the position and the business.
I’m reminded of my time in TV news, when I worked at five stations, in different parts of the country. As a newcomer, one of the biggest challenges was learning how local names were pronounced, the important landmarks (which may have no signage but just be known as something), and other traditions that define a place.
None of the stations had this information readily available. Sometimes, a coworker would point out these facts but often it came in the form of an after the fact correction, rather than guidance.
This was not done out of malicious intent. People were just very busy with daily deadlines in a pressure packed industry. But there wasn’t anyone thinking about the big picture and making sure the knowledge and credibility of new staff was addressed.
After all, little mistakes, like mispronunciations would be broadcast over the airwaves, something that hurt the station.
I’m sure some felt it was the new staff member’s responsibility to learn these things. Certain facts, like the names of elected officials, could be easily pursued. But in many cases, you didn’t know what you needed to know.
In your business, how do new employees learn these little facts? I’m guessing more time is spent discussing office kitchen protocols and bathroom locations.
Can this information be put into a manual that’s presented to new employees? Maybe you could have it as an online document or showcase the information in a video.
Don’t rely on one staff member to serve as the organization’s oral historian. If that person suddenly has to leave the business, then you’ll suffer a big loss.
It’s also good to have more seasoned employees review the information, from time to time, so they stay connected with the organization’s culture. Otherwise, they may start to rewrite it.
You’ve spent a lot of time deciding how you like things done and creating a business that’s different from the rest. Share this information during your onboarding process to maximize the success of a new hire.
Maybe it’s time to bring Ken Okel to your next meeting…
