Do You Have an “On Boarding” System in Place?
Whether you call it an “on Boarding system,” an orientation program or a Fast Start system, it may mean the difference in having a high performer or not. It is one of the key systems for creating a high performance culture.
So what is this on boarding system all about?
In simple terms it is a process that gets a new employee in a job started with clear focus on the outcomes of the job. It helps to get someone new in a position to get started quickly and get productive as soon as possible.
There are several key items for an on boarding system to work.
- Key Accountabilities for the Job
- A Prioritized Listing on Key Traits for the Job to be Successful
- A Manager Who Understands the Need for a Fast Start in a New Position
- A Mentor or Coach Assigned to the New Person
Key Accountabilities for the Job include the key outcomes that are expected from this job function. This is not to be confused with a Job Description. Most, not all, Job Descriptions are nothing more than an activity list for a job with no mention of actual outcomes and results expected.
A Prioritized Listing of Key Traits identified for the Job to be successful show the person just what is needed to be a success. These traits should be closely matched to the new hire (if you want to top grade your company and staff) with few exceptions. The closer the true match, the higher the level of natural performance from the individual in the position or job. It is a true win-win for both the company and the employee. Also, any mismatches between the job traits and the individual’s traits reflects a clear path for an individualized personal development process.
A Manager that understands the need for a fast start when a potential high performer is on board. The major mistake by most managers in this situation is to be unprepared for the start up or to take a lazy attitude about ramping up the responsibilities of the new hire. I have seen terrible situations regarding new hires whereby the manager had no place assigned for a new employee. Placed the person in the company lunchroom and forgot about him! Two weeks later the manager was amazed when informed that the new potential superstar had quit. – You can’t make this stuff up! It’s true. New hires, especially potential high performers need to launch quickly and take on critical projects as soon as possible. Remember, high performers are looking for new challenges rather than hiding from them.
Finally, a mentor or coach should be assigned to the new hire to assist them with the inner workings of the organization, who the real players are, what politics are in play, and what are the procedures that need or should be followed to get things done quickly and effectively. An organized mentor process will increase the effectiveness of a new hire by a factor of five, due to less trial and error and more focus on getting results.
If you don’t have an effective “on-boarding” system, contact us immediate to discuss how to get one for your team or organization. They are proven to get the results you require and create a high performance culture. It’s simple to install and works in every area of the organization. Call us at 901-757-4434 and let’s discuss your situation.
Latest posts by Voss Graham (see all)
- Stop Wasting Money on Marketing! - July 10, 2017
- Which Are You Providing – Clarity or Confusion? - November 10, 2016
- Talent Reality Business Simulation introduction video - June 27, 2016
- How to Gain Experience without costing your company - June 22, 2016
- Success is as Easy as 1-2-3 - January 1, 2016
Voss Graham is an Organizational Architect with 30+ years of experience designing sustainable business growth for organizations of all sizes.
Creating the Strategic Focus with the Executive Leadership Teams, he uses Systems & Process to ensure the Drivers for Business Growth are Executed at the Highest Levels. Voss is available as a Speaker for your conferences or company meetings – contact him at 901-757-4434 or use the LinkedIn or Facebook direct messages.