February 6, 2024
I recently received 'the bible of onboarding'* as a gift from a client. That made me realize once again how important those proverbial 'first 90 days' are for someone's success in a new job. But also how little personal professional guidance is actually sought and offered in the process. And I think that's such a shame, a missed opportunity for all parties!
In my opinion, the basic recipe for success in your work mainly consists of two ingredients: 1. always making the right (suitable) career choice and 2. doing that role very well. That first one is, especially later in a career, admittedly difficult and therefore has been an important part of my work as a career strategist for years. The second seems simple, but I notice that it is often underestimated, both by the person in question and by the organization.
Because we all actually know how important a good induction period is for a new career step. Those first few months are often the moment of truth, determining professional success and personal happiness in the years to come. And the difference between winning and losing is quite big when it comes to a job, especially at the top of the organization. According to ChatGPT, this quickly amounts to 2 to 3 annual salaries in material terms alone, mainly in replacement costs and loss of productivity. So even apart from the emotional aspects, such as stress and damage to motivation, reputation and (self)confidence.
That is why it strikes me that at the top of (even large) organizations, so little structural and serious work is being done on this form of integration. I find that unbelievable. Especially given the mega-importance mentioned above versus the relatively low costs. But also because this is precisely one of the moments when the interests of employer and employee run maximally parallel. After all, they both want only one thing: success! So why does it happen so limited?
Perhaps because during a job application it is still seen as a risk to ask for or suddenly offer help. After all, we don't look for a job or a new leader every day. And especially in the last phase of the negotiations, it is always exciting. Then everyone mainly wants to radiate firmness and we prefer not to talk about what could possibly go wrong. That is why I think it is important to indicate early in the process that onboarding guidance is simply included, or is that too simple?
And then a word about that guidance itself. Where I do actively see that happening, it strikes me that that approach actually has so little depth. Usually, a kind of generic 'handbook soldier' is used. Or as it is called in 'The first 90 days'*: 'proven strategies for getting up to speed faster and smarter'. That is of course not unimportant, but I think there is so much more possible.
What I mainly miss is the attention for someone's personal development. That is often neglected in those first months in a new job. After all, the pressure often increases considerably due to the novelty. And what do most people do under pressure? They are more likely to fall back on their ingrained patterns than to work on further developing what does not come so naturally. As a result, the adventure sometimes does not end well after all ... and that is a pity.
So I would rather - with knowledge of what is required in that new role and based on someone's specific strengths, weaknesses and preferences - make a customized plan. In which work is done both on the most important business goals and on personal development. That way I think you offer someone the greatest chance of success for a reasonable investment in time and money. With all the positive consequences for the organization and the person concerned.
Finally, the good news. Meanwhile, a befriended Dutch corporate has started a 'pilot' in this area. There I am now guiding a number of newcomers just below the Board of Directors along the above lines. And we will soon be able to compare their development with people who have started in other places within the organization. For me, something different again than pure career strategy, but incredibly interesting and a joy to do.
And hopefully a good example will be followed here again...
* The first 90 days, Updated and Expanded by Michael D. Watkins, 2013
