The 90-Day Window

By Carol Campbell
Published on: April 13, 2018

Content powered by:

When you hire a new employee, they have a short window of time to adapt to your company culture. Many talented people stumble in their new role, mainly because they have not been managed properly and the company doesn’t really have a formal 90-day onboarding process in place. New employees rightfully concentrate on their job and their immediate boss, so it’s important for leadership to help them understand how they work matters and how they are perceived matters. Here are a few thoughts on how to help new hires adapt to and understand your culture:

Cultivating relationships. All companies differ on how employees interact. From face-to-face meetings to remote video conferencing to text, email, etc. You need to explain to your new people what the preferred method(s) is for establishing and building relationships based on communication protocols.

Additionally, and along the same vein, you need to explain how decisions are arrived at. Who provides input and when. How is input evaluated? And finally, how are final decisions reached. In other words, you need to give new employees the lay of the land so they can quickly assimilate into your culture and not disrupt or alienate anyone as they begin their new job. Show them how to develop and cultivate relationships with other team members.

How to communicate. This sounds simple, but it runs hand-in-glove with cultivating relationships – what are the preferred method(s) of communication between team members?  What are the levels of hierarchy they need to be aware of? How are meetings arranged and presented? Being an effective communicator is vital to most every team member in most every organization – explaining the do’s and don’ts should be one of the primary orientation goals for new hires.

How scary is change in your company? Here’s a really big one! Change. The really, really great companys actually hire people because they think they can bring a spark and a new way of looking at ideas to the team. They aren’t afraid of change – in fact, they strive for change because they realize that every market is dynamic. Grow or die.

But there are departments and individuals who are scared to death of change. And take an immediate dislike to any agent of change. So make sure in your orientation that you explain what change actually means to your company, to the department the new person will be assigned to, and the other team members they will be working with. Again, laying out in detail what a new employee can expect regarding company culture is vital to the orientation process.

 

Carol Campbell

Carol Campbell

Carol Campbell is the Managing Director of the Technology Insider Group. She is a publishing, marketing and women’s thought leadership executive with a history of offering outstanding presentation, communication and cross-cultural team management skills. She is also the Executive Director of the Women In Consumer Technology organization.

Pin It on Pinterest