Now over two weeks into a new year, a new job and a new profession, I’ve been thinking a lot about the concept of “new.”
Often times “new” is seen as a good thing. In many cases it comes after a conscious choice to move one’s life in a positive direction. It comes with some measure of excitement. It puts the bow on the axiom “shiny and new.”
But “new” is much more nuanced than that. In some cases it’s born out of necessity. It comes with some amount of anxiety. It’s the inspiration for the holy grail of insider Internet insults — “You’re such a n00b!” (here’s a little context on the cut-down for all you non-gamers out there).
This duality, in part, is what make both sides of the already challenging process of onboarding that much more volatile for new employees and managers, alike. Having gone through that process 10 times in the span of about 15 years, I’m left with a few thoughts: 1) I’ve definitely experienced employee onboarding done right and wrong, 2) I’m very thankful to have joined a company in GroundFloor Media that puts such a high priority on employee retention and 3) if employee retention is a house, good onboarding — the sort GFM practices — is a crucial part of the foundation.
All of that said, here are a few tips about how to achieve onboarding balance for those on both sides of the process from a guy who has been on both sides — a lot.
Read more after the jump…