Hiring isn’t just a process—it’s a journey. It kicks off with aligning hiring projections to business needs and culminates in selecting the best possible candidate after weeks or even months of recruitment efforts. This process represents a significant investment of your company’s time and resources. As a hiring manager, you bring someone on board because you believe in their skills and potential. They are your top choice, the best fit for the role and the company.
But what happens when, despite all this effort, your new hire disengages or even leaves? Is it a bad hire? A flawed onboarding process? Poor engagement strategies? Or maybe, is it something deeper—like leadership style?
Sometimes, yes, it’s just bad luck or a mismatch of skills. But more often than not, even the best candidates can stumble if they aren’t supported properly after joining. This article dives into why great hires sometimes fail and how you, as a manager, can prevent that.
The New Hire’s Mindset: They Want to Succeed
Let’s agree on one thing: no one accepts a new job with the intention of failing. Your new hire chose your company because they believed it was the right move for their career. They trusted you, their hiring manager, to guide them towards success. Imagine waking up thinking, “Today, I’m going to ruin my career.” Sounds absurd, right? Your new hire's success largely depends on two things: an effective onboarding plan and ongoing engagement. Let’s break those down.
ONBOARDING: Setting the Stage for Success
on·board·ing/ˈänˈbôrdiNG/Noun:
The process of integrating a new employee into an organization and continuously offering them training and development opportunities (Dictionary Meaning).
The goal of onboarding isn’t just to fill out paperwork—it’s to engage new hires and reduce turnover. It starts long before their first day and extends well into their role.
1. Pre-Onboarding: Keep the Excitement Alive- Once your candidate accepts the offer, don’t let radio silence set in. That gap between acceptance and the start date is critical. Keep them engaged—send a welcome note, a small token, or even invite them to team events. These gestures make them feel like they belong even before they step through the door.
2. Day One and Beyond: Plan, Plan, Plan- Have a detailed onboarding agenda ready. What will their first day, week, and month look like? Take care of logistics in advance, and assign a buddy to help them navigate their new environment. Here are key areas to cover:
HR Orientation: Move beyond just discussing benefits. Dive into the company’s history, core values, and culture. Clarify the organizational structure, highlight key stakeholders, introduce company-specific jargon, and provide practical tips for navigating day-to-day responsibilities.
Finance Orientation: Break down payroll processes, expense reimbursement procedures, and travel policies. Ensure clarity on how to manage financial aspects within the company.
IT Orientation: Guide new hires on setting up their accounts, ordering necessary equipment, and submitting IT support requests. Make sure they’re comfortable with the digital tools they’ll need.
Cross-Functional Orientation: Help new hires understand how different departments work together. Introduce them to colleagues across the organization to foster collaboration and give them a comprehensive view of how their role fits into the broader company ecosystem.
Business Orientation: Provide a holistic view of the business cycle, covering main products and services, how the company operates, and its revenue streams. Discuss key internal and external challenges, competitors, and market dynamics. Share best practices, company do’s and don’ts, and insights on what drives success within the organization.
3. Socialization: Make Them Feel Part of the Team- Don’t let them eat lunch alone on their first day. Organize team lunches, coffee breaks, or casual meet-and-greets. Assign a buddy to check in regularly. This builds relationships and eases the new hire into the team’s dynamics.
4. Customize and Pace the Onboarding- Avoid overwhelming them with information. Spread learning over the first 30-60 days, prioritizing based on their role and seniority. Remember: one size doesn’t fit all.
5. Collaborate with Your People Team- Work closely with your People Team to ensure a seamless onboarding experience. Partner with them to align the onboarding process with the company’s broader goals and values. While the company-wide onboarding provides essential insights into the organization, it's equally important to create a tailored departmental onboarding plan. This plan should focus on the specific skills, tools, and knowledge your new hire needs to thrive in their role. By combining both approaches, you set your new hire up for long-term success.
New Hire Engagement: The Manager’s Role
Your leadership style plays a huge role in a new hire’s success. Are you leading or just managing? Are you fostering growth or stifling it?
1. Delegate: The Art of Letting Go- It’s natural to be protective of your work, but remember—you hired this person to help you succeed. Trust them to handle their responsibilities. Train them, guide them, and then step back. Let them learn through experience, even if it means making mistakes.
2. Support and Encourage- Create an environment where mistakes are part of the learning process. Offer support, ask questions, and encourage problem-solving. Micromanaging can be perceived as a lack of trust, especially by seasoned professionals. Conversely, fresh graduates may need more structure, but don’t underestimate their ability to learn quickly.
3. Embrace New Ideas- Avoid the “this is how it’s always been done” mindset. Fresh perspectives can highlight blind spots and lead to innovation. Encourage your new hire to share their observations and ideas. Your company’s success depends on embracing change and creativity.
The Bottom Line
A thoughtful onboarding process delivers a strong ROI, and engaged employees contribute far beyond their job descriptions. But the success of onboarding hinges on execution—and that starts with you, the manager. Reflect on your leadership style. Are you fostering success, or are you unintentionally creating barriers?
So, how does your onboarding process stack up? When was the last time you evaluated your role in your new hires’ journey to success?