All too often I see new hires and those recently promoted thrown to the wolves, so to speak. Beyond a perfunctory introduction to their new office or responsibilities, frequently, little else is provided. As a result, many are left dazed and confused, don’t feel welcome, and may even start looking for a new job. While the reasons underlying this sad scenario can be many, I see it happening all too often because of a lack of time.
Even with the best in policies and good intentions, many managers simply have too much on their plate to offer adequate support to the newly placed. Given the investment of time and money that hiring or promotions involve and the requisite costs of potential failure, it seems a good idea to do things differently. But how?
With a number of organizations I’ve worked with, myself or one of my associates has been brought in to provide strategic support to the newly hired or promoted. Here are some of the key benefits that our clients have seen:
- Coaching has supported new hires or those who’ve been promoted to cope with their new job or responsibilities and to prioritize their first 90 days. New jobs and roles can be overwhelming and nailing down goals for this crucial period eases the transition and boosts success.
- Coaching provides a valuable safety net and confidential sounding board. Rightly or wrongly, the majority of those newly hired or promoted are unwilling to risk appearing ‘not up to snuff’. Unattended to, the cost of this to the individual and to the organization can be considerable.
- Not all new hires or those in new roles have the full complement of skills required to do their job. Coaching provides this extra guidance, pinpoints areas of need, and accelerates required learning.
- Hiring a coach frees up critical time for managers yet allows them an efficient way to monitor and direct the progress of their new recruits and of those recently promoted.
- Coaching provides a great return on investment. Investing in the development of new talent or leaders is a very bottom-line savvy tactic, as well as being an ethically sound philosophy.
Are there any new team members in your organization that seem to be in ‘overwhelm mode’? What was the introduction to your new job or promotion like? Did your company provide you with all the training and support that you would have liked?
What are the costs to the individual and the organization of not providing adequate assistance to those in new positions?