The early days of an employee in a company are crucial not only for their short and long-term performance but also on their satisfaction and engagement with the organization.
To achieve this, companies must understand that "the success of the first day of work is determinated by how the company supports and encourages employees to (1) Demonstrate what they bring to the company, (2) Generate impact on their position from day one, and (3) Create social bonds within the company." Read more about "What Drives a Successful Onboarding Process." A great first day leads to a second day on which the employee is more motivated than ever. He or she wants to do more things, solve problems, work on a high-impact project, but what should the organization do next?
Related post: 4 Traits of a Great Workplace
It is important that managers take into account the possible consequences assigning high-impact projects to a new recruit, when they don't know if he or she is ready. If he or she is not prepared, you might be setting them up for failure. It can lead not only for negative consequences for the company but also for your new employee. If you really want this person to be successful in the long term, along with the benefits, it generates for the organization, we should (1) help them understand how things work in the organization, (2) allow them to achieve several small successes, and (3) encourage them to take risks when they are ready.
To achieve this leaders need to encourage employees to:
1. Understand how the organization works. You can't change what you don't understand. Moreover, for an employee at a company, the most powerful and sustainable motivator is the sense of meaning derived from work. Employees find meaning in their work once they understand the big picture.
2. Start simple. The best thing an employee can do at first is to focus on the small task. These are generally low-risk tasks that enable an employee to practice a lot in a short period of time. By focusing on small tasks an employee can quickly hone their skills, and prepare for more complex projects. It also allows them to see the immediate results of their actions and taste success. Furthermore, it provides a scenario where they can safely fail and be creative on the way of doing things. Moreover, even if they fail it will not have consequences for the company or harm the employee's professional image or relationships with their coworkers.
3. Go for it. Small tasks are ideal for creating motivation and self-confidence. They also allow employees and others around them to be aware of their capabilities, so that they are able to jump into a more complex task whenever they feel they are ready, or we realize they are.
Related Post: The Most Common Hiring Mistakes
Related post: Why Employees Quit Their Job
To achieve this, companies must understand that "the success of the first day of work is determinated by how the company supports and encourages employees to (1) Demonstrate what they bring to the company, (2) Generate impact on their position from day one, and (3) Create social bonds within the company." Read more about "What Drives a Successful Onboarding Process." A great first day leads to a second day on which the employee is more motivated than ever. He or she wants to do more things, solve problems, work on a high-impact project, but what should the organization do next?
Related post: 4 Traits of a Great Workplace
It is important that managers take into account the possible consequences assigning high-impact projects to a new recruit, when they don't know if he or she is ready. If he or she is not prepared, you might be setting them up for failure. It can lead not only for negative consequences for the company but also for your new employee. If you really want this person to be successful in the long term, along with the benefits, it generates for the organization, we should (1) help them understand how things work in the organization, (2) allow them to achieve several small successes, and (3) encourage them to take risks when they are ready.
To achieve this leaders need to encourage employees to:
1. Understand how the organization works. You can't change what you don't understand. Moreover, for an employee at a company, the most powerful and sustainable motivator is the sense of meaning derived from work. Employees find meaning in their work once they understand the big picture.
2. Start simple. The best thing an employee can do at first is to focus on the small task. These are generally low-risk tasks that enable an employee to practice a lot in a short period of time. By focusing on small tasks an employee can quickly hone their skills, and prepare for more complex projects. It also allows them to see the immediate results of their actions and taste success. Furthermore, it provides a scenario where they can safely fail and be creative on the way of doing things. Moreover, even if they fail it will not have consequences for the company or harm the employee's professional image or relationships with their coworkers.
3. Go for it. Small tasks are ideal for creating motivation and self-confidence. They also allow employees and others around them to be aware of their capabilities, so that they are able to jump into a more complex task whenever they feel they are ready, or we realize they are.
Related Post: The Most Common Hiring Mistakes
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