Orientation / Intake
One of the most important processes that any organization can invest in,
after filling a position, is that of proper acclimation to the job. Research
has shown that this is a key method of ensuring retention and satisfaction
in a new position. This applies to both new hires and internal people who
are placed into new roles. Well intended managers are often SO ANXIOUS to
get the person up to speed and productive often make faulty assumptions
about the new incumbent which have three negative effects:
- Increased short-term stress/anxiety over the change that they have
just experienced
- Remorse / low morale resulting from the desire to perform well in
a new function and yet very concerned about a lack of direction
- Damaged long-term effectiveness resulting from this benign neglect
Managers should NEVER assume that employees “automatically” are capable
of figuring things out on their own. Quite often, good people do have the
thought that they “are going to do SOMETHING, even if it is wrong” because
they are accustomed to having been results-driven and a track record of
success. People with this type of “drive” require little guidance; but,
they must be given SOME guidance in order to be assured that they made a
good decision by moving into this position, and wanting to prove their worth
to their new manager that he / she in fact made a good decision by hiring
the individual.
- Does your orientation / intake program include the seven elements
guaranteed to ensure successful integration / acclimation of employees?
Spirk & Associates has the experience required to do this in varying cultures
around the world.
