Early Coaching / Mentoring Equals Dividends in Early Productivity
The best time to shape and mold a new hire into the team or company as a whole occurs during the first few days when the employee enters with a clean slate. Getting the new personnel up and running with a minimum of difficulty becomes a crucial step towards their success within the group. Some employees enter the new atmosphere sitting stagnant, hesitant to get their feet wet and constructively learn from their mistakes. Others quickly dive in the deep end, misread the situation and make mistakes that reflect a damaging first impression of their talents. In both circumstances, the employee knows all eyes are on them and their performance. Unnecessary stress sets in before the hires have a chance to prove their worth.
Imagine conducting the entire process of posting advertisements, reading through countless resumes, choosing a final pool of eligible candidates, evaluating their aptitude and capabilities, endless interviews, secondary feedback, then formulating a decision . . . only to discover the mistake in hiring the individual. And make the discovery on the very first day of employment. How do resource departments overcome the negative investment result?
Helen S laven, Ph.D., the chief learning officer for WellStar Health System, a nonprofit health care company based in Marietta, Ga. observed, "There has to be someone who can help them make sense of it all, because there is just too much coming at them too fast. New employees need a solid understanding of how they can best contribute to their new environment."
This is where mentoring and a start of career management comes into play. New employees require guidance in obtaining a firm grasp of their new company's culture. A mentor or career coach can offer insights and perspectives towards employee success. This, in turn, relaxes the employee and informs the new hire the company is personally invested in their success and their future. The employee gains the crucial and important impression they have value they can offer in return. Also, the new hire understands the corporate culture, how business is conducted, and a measure of what is expected in a working relationship with their manager. The employee becomes cognizant of their personal and professional strong points and can apply themselves towards developing within the team. Conflicts are avoided, and a line of communication opens, with back and forth ideas and approaches of achievements.
New hires who receive mentoring and career management at the very start contribute more to the team and reach their peak potential sooner. The advantages to mentoring can be disseminated as follows:
- Employees meld within the company philosophy at a faster rate.
- Employees obtain direct perspectives that will help them perform more effectively.
- Employees have a concise understanding of management's style of accomplishing tasks, so they can both work in conjunction successfully.
- Employees assist in creating their own action plan, with measurable mileposts, providing a path for accomplishment.
Ultimately, new employees will contribute and become more effective earlier, reaching peak potentials and expectations, which assist everyone and prove the positive worth of the initial investment.
About K Alliance:
K Alliance and the e-learning solutions and educational materials pave the direction towards the successful completion of training requirements. In addition to desktop training, IT certification training, and the enterprise server library, K Alliance also specializes in soft skills training, geared towards management and executives. Course curriculums not limited to mentoring, building self esteem, decision making, managing performance, team participation, project management and other important corporate talents are designed to assist executives to thrive in a competitive environment at peak performance and efficiency. Communication is a very crucial entity in the corporate world. The K Alliance online training catalog contains all of your development instructional requests.
