There are seven major questions that most people have when beginning a new job; particularly in the first week of employment. Some of these questions are at the subconscious level, others are more obvious.
As leaders we need to be aware of these questions and be prepared to answer all of them whether they are asked openly or not. No matter how sophisticated or experience the new employee may be there are always uncertainties and fears when a job, career or organizational change is made. In fact the more sophisticated the new team member the more you need to be sure you are covering these basics. A new person hired for middle or high position may think they should know all the answers and feel that they should have no trepidation, which is unrealistic.
Any change brings both enthusiasm and unease, opportunity and challenges. When you answer these questions for your new employee, they can hit the ground running. Answer these questions openly and completely.
- The Seven Quesions To Help All New Hires
1. What is this organization all about? Give the history of the company, office and people involved. Who is in this with me? Describe the other people in office, on the team, or in the partnership. Don’t leave them on their own to meet the team. Give a general background of those with whom they will work on a daily basis. Be noncommittal and nonjudgmental about describing other people, let them make their own decisions about relationships.
2. What is the long-range future of this organization? People want to know where they are headed. They need the structure and direction of long terms goals and to understand how and where they fit in. Identify how they can make a difference and lay out the big picture so they can see they are involved in something bigger than themselves. Today people hunger for significance and purpose in their lives as well as their work. The more definition and meaning you can provide right up front the better you both will be.
3. What is important here? What do we care about in this company? How do we show and fulfill our values? This is a critical question. People want to understand your organizational values, what you believe in and what you stand for. If your origination adds value and meaning to their lives they will be much more committed loyal team members.
4. Can I do it? Help erase any self-doubt by giving positive feedback about why you hired them. What value you can see that they can bring to your organization. Literally say, “This is why I (we) hired you (then state the strength’s and experience or benefits you recognize in them.)
5. What is my job all about? Give a clear and complete job description of the new person’s position, and as many of your expectations as possible. Explain the procedure and processes of the job. Explain the training they will receive; who will conduct it, what time frames are involved, where will it take place, and in what format? Will it be one-on- one, with other team members, or off site? Again be clear about what you anticipate the outcome to be.
6. Who is my go-to person? After their training or indoctrination period who will help them integrate into the organization and maximize their contribution? Who do they go to for further training, clarification or problem solving? Who is their go-to person? Do you have a formal chain of command or is it issue and client based? They need clarity from day one to tap into their strengths and produce the results for which you hired them.
7. How far can I go? What can the person expect in terms of money, advancement, challenges or working conditions? Be sure you understand their expectations of where they want to go in their career. Unmet expectations are some of the most distressing and problem causing issues an organization can experience. Expectations on both sides must be clear on day one!
- Results
When you address these questions in the first week of employment you alleviate much of the new person’s uncertainty. You will give them a mental, emotional and intellectual place from which to begin their new job.
- Future Job and Performance Evaluations
Future Evaluations As you progress through the years to come with evaluations and feedback refer to these same questions. Contrast the current answers to the same questions with what you told them when they began. It is an excellent tool for you and for them to measure and clarify their progress.
