‘Engaged’ employees are those who feel consistently motivated to go above and beyond expectations, and commit to staying with the company over the longer term.
The transition from one organisation to another can often leave new employees in a state of uncertainty and confusion, even at senior level, as they do not know what the new company and its people are really about. Their productivity may take a dip and some mistakes in terms of interaction with others can be made, which can impact on their relationship with colleagues and superiors for many months to come.
It is therefore recommended that clients provide a structured mentoring programme. ‘Structured’ means that both mentor (an internal stakeholder) and mentee (new employee) agreed to regular meetings and follow a process which serves as structured approach to induction into the company.
Furthermore, throughout the recruitment process strengths and development needs of the new employee will have been assessed and evaluated. This information may run danger of not being utilised properly. Targeted coaching by a suitability experienced professional (external professional preferred) will help the new Executive to understand their strengths and development needs and how to address these effectively.
This process will guard against not tackling the minor weaknesses identified at the recruitment stage and also ensures that strengths do not become weaknesses or even ‘derailment behaviours’. The cost to the organisation of failing to manage derailment early(e.g. exit and re-hire costs, organisational disruption, opportunity costs, lowered morale and productivity) will almost always be more than the time and resources invested in giving a leader coaching that helps to counter derailment behaviours.
We offer One-to-One, telephone and face to face coaching with an experienced coach. We can help people deal with and manage change for themselves and their teams.
- To ensure that a successful integration into the business will minimise the chance of lost hours and productivity
- To act on development needs identified
- To spot early signs of strengths that could become weaknesses or even derailment behaviours
- To ensure the new employee feels engaged and valued (associated with increased productivity) and enhance their ‘psychological contract’ with the company
To minimise risk of losing the candidate prematurely, hence not gaining the full benefit of investment into recruiting the person.
If you would like to find our more about how our Executive On Boarding Service could help your business make better hiring decisions please call 0121 702 1481