Work With Me People!

I’m NOT Here To Be Average! I’m Here To Be AWESOME!

How long does it take for a new employee to be fully engaged in the organization?  90 days? 1 Year? 5 Years? 

How long does it take for a new employee to become the status quo? Meet the expectations? Fall In line with the 
rest of the team? Assimilate?

The answers to the first question really depends on how well we do as recruiters, hiring managers, and leaders to on-board and bring the employee up to speed on the job, the company and understanding how the work gets done. Of course the aptitude and the attitude of the employee 
certainly adds to that –lest we not forget.

The second set of questions is an entirely different conversation – however most definitely related to the first 

Confused? Let me clarify.

Bringing a new hire in to the mix is a process that takes their colleagues, leadership and communicating to them our processes, policies, partnerships and competitors. Understanding the entire landscape of their work environment is critical. As managers and leaders, we need to be open to questions, sharing insights and sharing the vision and culture consistently, frequently and with vigor! We should be the model for what success looks like in their role! This process can take time depending on availability of the team and the ability of the new team member to absorb it all.

The second set of questions is really about what expectations we have set for our new employee?  

Think about how many times you've used these phrases;

“This is the process and the sooner you are able to understand how it works, the faster you will understand your job”

“Once you are up to speed on everything you will be one of us”

What you are doing is ensuring that your new team member falls in line with the rest of the group. You are telling them that success in your organization means being just like the others and follow the same process, rules and procedures.

This is not Star Trek and you are not the “Borg” – no one needs to assimilate here.

My guess is that we hire talent because of what they can bring to the organization that maybe the organization currently does not have.  My guess is that they are unique, have different experiences and can bring a perspective that others may not have and the value of those past experiences will be invaluable to the organization.  That’s what Talent Acquisition is all about!

We can hire the same types of people all day long who will do the same thing the same way and get the same result. It’s called the Stepford Wife Syndrome.

So my three key pieces of advice:

Don’t be “The Borg”

You are not a “Stepford Wife”

And, strive to be AWESOME, not AVERAGE.

Work With Me People!

Carol McDaniel
Director, Talent Acquisition
All Children's Hospital Johns Hopkins Medicine

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