I’m a weird person, and I have weird thoughts as I walk down the street, and yesterday was no different. It was slightly after work and I was going to meet my wife for a meeting. Completely based on nothing, here’s what entered my head:
Companies spend a ton of money on hiring and recruiting. What happens to that employee on Day 3 of actual employment, especially if his/her manager is bad?
Ah, yes. Onboarding. (Or “on-boarding”). I don’t work in Human Resources, so you may assume — via the silo’ed culture of American business — that I don’t have thoughts on this topic. You’d be wrong. To wit:
- “Hit the ground running at your new company!” = LOL, no
- Why don’t we actually sit down and discuss direct job goals in the first week or so?
- Every stat you hear about onboarding is depressing
- It only really requires one small change to make it better
That’s some of the stuff I’ve written before. Here’s a new approach.
Fix Your Onboarding Program: Your First Steps
Start with three basic assumptions if you can (more on that in one second):
- The only truly sustainable competitive advantage is your culture.
- Poor fit with the culture is the…
