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A cast about on-boarding a direct would be huge.

Mike & Mark nail it when they talk about effective hiring. They have also presented the funadamental managerial tools to make directs and managers successful. It would be great to hear how to connect the dots!

jclishe's picture

Wow, that would be a FANTASTIC cast!

I've onboarded a couple dozen people and quickly cast aside what little material my company provided, and developed my own. However, this was largely a trial and error exercise. After about 20 hires I had a pretty decent process, and in fact most of my peers started using it. But I would LOVE some formal guidance here.

aniinl's picture

Agree!

Also, how about a podcast on Managing up/Managing your boss?
Apologies if there has already been one, I'm working my way through listening to all of them right now.. :)

Anja

TomW's picture

[quote="aniinl"]Also, how about a podcast on Managing up/Managing your boss?
Apologies if there has already been one, I'm working my way through listening to all of them right now.. :)[/quote]

As you work your way through the casts, you will hear many times over that you don't manage your boss. Your boss manages you.

There is a cast on how to get along with your boss, which is facetiously titled "How to Manage your Boss."

aniinl's picture

Found it, thanks Tom!

Anja

yahtzee's picture

[quote="jason_rosser"]A cast about on-boarding a direct would be huge.

Mike & Mark nail it when they talk about effective hiring. They have also presented the funadamental managerial tools to make directs and managers successful. It would be great to hear how to connect the dots![/quote]

Definitely a great idea. I was in a Fortune 50 office just yesterday and noticed two new hires that literally sat in a room for two solid days just going through web training and taking a break about every hour to just chit chat. Seems like a waste of an oppty to really set the expectations for an employee vs. just shoving them aside until their "ramp" is over.

kklogic's picture

We work on relationships first - skills second. Let me know who to ask the questions of - essentially. But, I still think we do a horrible job. I'd love to hear a podcast on this.

asteriskrntt1's picture

In Business Week's Podcast section called Climbing the Ladder (about career management and there has not been a new podcast in a lonnnng time), they have one decent podcast on onboarding. It is not at an MT level but it is a start.

Cheat, Control & Exploit 29/01/2008 11:36 PM Onboarding's lessons for new executives and managers 11.2 MB 24:27 16/11/2007

gbradt's picture

Glad you noticed our BusinessWeek podcast on executive onboarding. I'd be happy to create a new cast for MT to address your issues and concerns. Let me know.

George Bradt
PrimeGenesis Executive Onboarding and Transition Acceleration
author of "[i]The New Leader's 100-Day Action Plan[/i]"
www.primegenesis.com

dad2jnk's picture

Absolutely agree. It would be a great topic. Most companies are horrible at this.

Ken

juliahhavener's picture

I'm going to piggy-back on this.

I'll check out the podcast mentioned this weekend, but I would be interested in any ideas others may have on what makes onboarding effective.

I'm getting a new peer! (This is a huge yay for me!) I am working on an on-boarding agenda for him. So I would love to know what items you all would want to see if it were you!

Thanks for any input you may have!

dad2jnk's picture

Very topical as I am in charge of on-boarding a group of new hires. Here is my list.

First, take a day and show them around the site. Get their security badges, where is the bathroom on each floor, here is your work area, here is the copy machine, fax, water/coffee, etc. Introduce them to key admin and other functionaries that they will need as allies. Introduce them to the ranking manager at the site. Introduce them to any security personnel. Make sure their computer and cell phone works. Set up their voice mail at their company phone.

Then provide personal training on key points such as: corporate overview (we do that, too?); key benefits and their deadlines; walk through the org chart with key contacts written down (also how to get updates); key policies and procedures such as computer help desk and ordering software, updating benefits and 401k, protecting company assets, price fixing, sexual harassment, regulatory requirements that your company works within, SOX procedures and what it means to them, etc.

After a day or two, schedule a meeting of at least one hour with them to review the key points and field any questions. Review their role profile and provide them with a list of key people to schedule an initial meeting with (many you have just introduced them to). Perhaps some guidance on key projects or responsibilities of their role. If they are a direct, set up a one-on-one schedule.

Keep it at a measured pace. Dumping 20 Powerpoint slide decks on them probably isn't the best plan. A little human touch will save much time later.

My two cents. I am interested in other's opinions.

Ken