Onboarding

Over the first 6 weeks, people go through predictable phases:⊕ (Simon n.d., “The First 6 Weeks–Onboarding” January 11, 2021)

1. Blissful ignorance, where you are excited for the new person and aren’t aware of strengths or challenges.
2. What are the expectations?, where the individual starts to live in the expecations and they “become real” to them. (what does this mean to them)
3. Operationalizing Expectations, where they try to meet expectations. This is how “I contribute”
4. First Challenges/Projects, where you can see their actual strengths and challenges in action.
5. Conceptualize Expectations, where they learn how they need to adjust and grow to meet expectation
6. Create Routine to Match Expectations, where they make plans to match expectations.

As a consequence, managers should expect to change their support over these 6 weeks:

1. Provide Clear Direction, e.g scheduling meetings
2. Redefine Expectations 1-on-1, e.g. recap hiring process and expectations
3. General Feedback: Early Areas of Strength/Weakness
4. Specific Feedback: Project/Performance/Culture based, e.g. “you bring a lot of energy to team meetings”
5. Goal Setting: Performance and Culture Growth, e.g “who on this team do you want to be more like in 1 year”
6. Oversee Goal Ownership: Extablish Specific Steps