Successful Onboarding: Strategies to Unlock Hidden Value Within Your Organization by Mark Stein & Lilith Christiansen

Author:Mark Stein & Lilith Christiansen [Stein, Mark & Christiansen, Lilith]
Language: eng
Format: epub
Tags: Human Resources & Personnel Management, Training, Management, Employee orientation, Employee motivation, Recruiting, General, Leadership, Employees, Business & Economics
ISBN: 9780071739375
Publisher: McGraw-Hill Professional
Published: 2010-07-16T04:00:00+00:00

“Connections That Count”—Empowering Employees by Nurturing • 139

and by formally scheduling and tracking reminders with executive assistants to allow time to find replacements, if necessary.

The senior leadership’s participation has an added benefit: It conveys to the rest of the organization that the onboarding program has senior leadership’s backing and approval. Firms can give onboarding its stamp of approval in many ways. Yet having a chance to interact with senior leadership conveys the firm’s commitment to onboarding and the success of new hires like nothing else can. Hiring managers, mentors, IT personnel, etc. will all get the hint that onboarding matters and it represents a superbly important investment in the company’s future on the part of senior leaders. As many new hires as possible should have the experience of getting to know the people who steer the organization and who themselves model the successful maintenance of social networks.

Summing Up

A strong, nurturing social life is both a basic human need and essential for career success. Yet most companies do not help nurture relationship building among new hires as fully as they might, and the organization pays a price. As we have discussed in this chapter, firms need to take a more strategic approach to building relationships. Specifically, they need to include programs that help new hires nourish personal and professional networks both inside and outside the workplace. Such measures cannot guarantee that every employee will be perfectly happy and well adjusted. But a strong social component can increase the chances that more and better relationships will form, leading to higher productivity and lower attrition.

Over the long term, perhaps one of the most valuable functions a strong network can serve for new hires is providing a means of professional development. The relationships that new hires form—particularly within an organization—are available for leveraging throughout an individual’s career. This leads us to another pillar of state of the art onboarding: early career support (Table 4.1). As will be seen in the next chapter, providing new hires with the support they need to build successful, satisfying careers is another important way we can redefine the employment compact to benefit new hires while also carving out new value for organizations.

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