As managers, we often assume our new hires know the ABC’s, so we jump to DE and F. Even if they know the ABC’s of the role, they may not know our culture, vision, mission, etc and how to best apply our ABCs.
Do we have a solid onboarding process and ongoing training rhythm? Are we investing the time to train? If we’re in a credential-dependent industry, are we blocking time for our team to accomplish required training?
Someone asked, “what happens if we train them and they leave?” Someone else replied, “what happens if we don’t and they stay?!”
A great exercise is having our new recruits chronicle their 30-60-90 day journey. How connected and equipped are they feeling? Less is more! Keep it simple, and ask for feedback from newer hires to continually improve.
Playbooks are used to win in sports, why not in our businesses? Putting a playbook together can be a team-building activity and should always remain a living, breathing document that’s well-reviewed and practiced.
It’s never too late to get back to the basics — our cultures depend on it! Our reputations in the industry and talent attraction depend on it. Trust with your team members skyrockets when you’re truly helping them grow and succeed!
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