Not Having a Process for Hiring
Dive into the thirteen blind spots many organization leaders will battle at one point. In this series, our president & CEO, Dave Mattson, will provide guidance on how you can overcome these challenges.
Hey, it's Dave. This blind spot is improperly onboarding people. The fact of the matter is, when you hire somebody, that's just the beginning. Most people spend all their time and energy in the hiring process and then spend no time onboarding. I think onboarding's the most critical point in time. Why? The employee comes in, they wanna succeed, but they're anxious. They're anxious because they don't really know what they're supposed to be doing day by day. They also don't know what it means to succeed. They don't know what does it take to succeed at this job. They were successful at their other job because you hired them.
So, the onboarding process is really important. Here's how you figure out if you have this blind spot. Ask your management team or yourself, can I write down the steps that we use to onboard employees within our company? If the answer is no, we're in trouble. Or if the answer is we send them to HR and then we let [Mary Smith 00:00:59] kind of walk them around the company for a couple weeks, that's not onboarding. That's called shuffling responsibility.
So, if you don't have an onboarding process, there are four steps that you need to follow in order to make sure that you can shrink the amount of time it takes from hire to productivity. The four steps quickly, list the things that it takes to succeed. Number two, put them in the order of priority. Number three, give them a sample of what it means to be successful, like, what does it look like. And, four, you should test it. If you follow those four steps as we have trained for many years you will crush the productivity meter within your company. Good luck.
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