Every position you hire ____ is already being done by someone in the company right now. The current work will be stretching someone doing it, they may not be performing as well as you want them ____, but they are doing it. Any new hire does not know your company, how you do things or the team dynamics. If you ask the new hire to start the position on Day 1 ____ context, there is a high probability that they will fail. Fear not; there is an easy solution. For the first 30 days (even better is 60), ask them to shadow the person who is currently doing the job (observing all 1-1s, team meetings, and external meetings). After 30 days (or 60), the new hire can then take ____. They will now have the full context of what you were doing before and will ____ valuable history. They will have strong opinions about improving things, but they will also know what valuable pieces to ____. They are now ____ likely to succeed. When they ____ take over, it is critical that you also shadow them for 2-4 weeks (or as long as you can ____ it, because frankly this reverse shadowing will ____ be quite boring and painful for you), and give them feedback after each meeting ____ you realize that they are performing better in the role than you were!! When reverse-shadowing, it is key to ____ your feedback until after the meeting so that you don’t ____ the new hire’s flow. If you have the discipline to watch a recorded meeting, then an easy way to ____ that you only give feedback after the meeting ____ to video record the meeting, watch the recording (at 1.5x speed), and then give feedback. Personally, I do not have this discipline, so I therefore observe the live meeting and simply write down my feedback and share it immediately ____. This technique can be generalized for all Teaching / Training

Onboarding a new hire

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