Much of the success or failure in a new hire is determined by the experience of their first few months on the job.
When we take a new job, we have no idea what we’re doing. Besides learning our way around the technical aspects of the position, there are countless cultural and political norms to learn. We need the proper tools and resources to learn fast. Left on our own, we won’t reach full productivity and will be left mired in frustration.
Because of the importance of supporting new hires in their first few months on the job, many people-first companies are re-labeling ‘new hire onboarding’ as ‘new hire integration.’
Many companies are still struggling to create supportive new employee experiences. High-growth teams are especially prone to focus too much on the front end of the hiring process. People Operations veteran Carly Guthrie notes,
“There’s this dark alley knife fight for the best talent in the tech industry right now. Everyone is so focused on getting the best people in the door, it eats up all this bandwidth and sucks the life out of them, but as soon as they win the battle and get someone to sign, they drop the ball.”
Creating a culture that sets new hires up for success requires setting up support processes throughout the first few months of a new hire’s time at the company. It requires effort and assistance from a variety of important stakeholders including managers, teammates, and perhaps, new hire buddies.
📚 Employee Onboarding at Startups Is Broken – Here’s How to Fix It. First Round Review. Interview with Carly Guthrie.
📚 7 Ways to Set Up a New Hire for Success. Harvard Business Review. Michael D. Watkins.
📚 Onboarding Isn’t Enough. Harvard Business Review. Mark Byford , Michael D. Watkins and Lena Triantogiannis.