Effective Onboarding and reducing the impacts of ‘Premature Evacuation’ The Sixth S Staff

In the previous article we touched on the fifth S Strategy and proven strategies for successful alignment, effective onboarding and reducing the impacts of ‘premature evacuation’.
 
Today we are looking at the Sixth S Staff, as a subjective aspect of the McKinsey 7-S framework, and the onboarding process. Staff is where people skills come into play and how interaction with staff can contribute to onboarding success. 
 
Fitting into teams  
When starting a new role, you can find yourself joining any number of teams, as part of the onboarding process, it helps to understand how teams are formed allowing appropriate contributions from day one. 
 
There are four stages of team formation, which psychologist Bruce Tuckman defined in 1965 and this model remains relevant for us today. 
  1. Forming - In the initial stage, the team leader plays a dominant role, helping to define the responsibilities of each team member. 
  2. Storming - The second stage is ‘make or break’.
  3. Norming - Continuing to be actively involved, despite differences, allows people to work towards a resolution.
  4. Performing - The final stage sees team goals achieved with hard work, but without conflict.
 
What makes an effective team
According to Gina Abudi, effective teams share these common characteristics: 
  • Clear communication among all members 
  • Team member consensus 
  • Group brainstorming and problem-solving
  • Commitment to each other and the project
  • Positive and supportive working relationships 
  • Effective and inclusive team meetings 
  • Considered and timely handoffs between team members and stakeholders to keep the project moving 
  • Positive, supportive working relationships among all team members 
As Andrew O’Keefe, author of Hardwired Humans has shown, we can learn much about team dynamics from primates. Observing chimp communities can provide a greater understanding of what it takes to maintain organisational harmony.
 
Team charter 
A team charter is a roadmap to define the team’s purpose, processes and intended outcomes.
 
According to mindtools.com, there are seven elements to a team charter. These can be used to gain a deep understanding of a charter already in place or to assist in the creation of a new one. Abiding by a team charter will help any new team member fit in seamlessly and therefore heighten the chance of survival in the first three months. 
  1. Context 
  2. Mission and objectives 
  3. Composition and roles  
  4. Authority and boundaries 
  5. Resources and support 
  6. Operations 
  7. Negotiation and agreement 
 
My practical, proven strategies for successful alignment, effective onboarding and reducing the impacts of ‘premature evacuation’ is based on the famed McKinsey 7-S alignment framework.
 
In our next post we will be looking at some of the main points of the final S Systems for effective onboarding and how recruiters can reduce impact of ‘premature evacuation’.
 
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Greg Weiss is Australia’s leading career coach. He is the author of “So You Got the Job! WTF Is Next?”. The book prescribes a proven, practical 7-step guideline for new employees, so they succeed, rather than fail their probation periods and beyond. Find out more about the book at https://www.wtfisnext.wtf
 
He is the Founder and Director of Onboff an online training and coaching platform that helps HR specialists, coaches and recruiters to deliver exceptional onboarding and offboarding experiences for employees.
 
He also hosts The Keep: The Employee Experience podcast and runs CareerSupport365

Effective Onboarding and reducing the impacts of ‘Premature Evacuation’ The Fourth S – Skills

In the previous article we touched on the third S Style and proven strategies for successful alignment, effective onboarding and reducing the impacts of ‘premature evacuation’.

Today we are looking at the fourth S Skills and applying unique strengths to roles and minimising weaknesses for placement and career success.

Anyone who has been involved in hiring someone new for an organisation knows that there are so many factors besides skill level to take into consideration. Whilst skills form the base of someone’s ability to perform the job, it’s no secret that hiring for a value fit is the key to kicking off the onboarding process in the best way possible.

Skills and knowledge are all things that can be acquired in a relatively short amount of time, but values are usually already ingrained in a new hire’s mind - they either already align with your organisation’s values or they’re unlikely to ever align themselves. Since values form the foundation of everyday behaviours, it’s important to take them into account from the get-go!

My practical, proven strategies for successful alignment, effective onboarding and reducing the impacts of ‘premature evacuation’ is based on the famed McKinsey 7-S alignment framework.

In our next post we will be looking at some of the main points of the fifth S Strategy and in future posts we will be looking at the remaining S’s Staff, Systems for effective onboarding and how recruiters can reduce impact of ‘premature evacuation’.

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Greg Weiss is Australia’s leading career coach. He is the author of “So You Got the Job! WTF Is Next?”. The book prescribes a proven, practical 7-step guideline for new employees, so they succeed, rather than fail their probation periods and beyond. Find out more about the book at https://www.wtfisnext.wtf

He is the Founder and Director of Onboff an online training and coaching platform that helps HR specialists, coaches and recruiters to deliver exceptional onboarding and offboarding experiences for employees.

He also hosts The Keep: The Employee Experience podcast and runs CareerSupport365.

‘Premature Evacuation’ is causing Australian businesses $3.8 billion per annum

A worrying trend

Recent research by Korn Ferry shows that 90% of Fortune 500 executives are concerned about employee retention. There is ample evidence showing millennials have a greater propensity to leave their new jobs within their probation period –Invariably this is within 90 days and the replacement guarantee period. The trend is worrying, with global HR consulting firm Mercer surveying 163 large employers in 2018. They found that voluntary turnover in 2017 accounted for 15.5%, up from 14% the previous year. The Mercer research shows clearly that Millennials accounted for half of voluntary separations (51%), followed by Generation X (25%).

According to Deloitte ‘premature evacuation’ is causing Australian businesses $3.8 billion per annum in rework and lost productivity. These statistics are in line with typical comments we are hearing from many recruiters. We polled recruiters and anecdotally many share their concerns. Typical comments from many recruiters can be summarised by the following two:

“I believe choice is becoming more prevalent and so if companies are not willing to adapt to new ways of working, then they will suffer.”

“Millennials have been are overindulged by their parents and the school system. They expect everything instantly, causing false expectations that can’t be realised at work. We are very concerned about the impact this has on the longevity of our placement.”

Proven strategies for successful alignment

It’s been proven that when recruiters or employers provide structured onboarding processes to new employees it reduces the chances of unwanted employee turnover by 69% and that 84% of employees will stay longer haul with their employers.

I’ve designed a practical, proven and adaptable structured onboarding process on the famed McKinsey 7-S alignment framework. I thought that if organisations can get aligned by utilising this framework, then it makes sense that employees can too.

Here are the alignment choices we suggest new employees make and that you can support your placement with to reduce the chances of unwanted turnover during the guarantee period:

The for new employee, the central S to the whole model is:

1.   Shared values with all the other S’s Structure, Style, Skill, Strategy, Staff, Systemsfeeding from the first S of Shared Values.

In subsequent articles we will address some of the main points of each of the 7 S’s for effective onboarding and how recruiters can reduce impact of ‘premature evacuation’.

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Greg Weiss is Australia’s leading career coach. He is the author of “So You Got the Job! WTF Is Next?”. The book prescribes a proven, practical 7-step guideline for new employees, so they succeed, rather than fail their probation periods and beyond. Find out more about the book at https://www.wtfisnext.wtf

He is the Founder and Director of Onboff an online training and coaching platform that helps HR specialists, coaches and recruiters to deliver exceptional onboarding and offboarding experiences for employees.

He also hosts The Keep: The Employee Experience podcast and runs CareerSupport365

Standing Out: Why Soft Skills in the Workplace Matter

As a portfolio manager for financial markets, Don possesses a lot of technical ability. In fact, in this regard, he is significantly better than others who hold the same role and enjoys being recognised for this.

But suddenly, Don finds himself let go due to a restructure. Despite the setback, Don figures this situation has provided him with the opportunity to try moving up the ladder at a different company.

In every job application, every interview, Don plays up his technical skills. But there are no bites, and he can’t figure out why.

He knows he is excellent at what he does, but 18 long months pass by without any offers.

Have you ever felt like you missed out on a job, but can’t understand why?

Technical ability isn’t everything

Technical or hard skills are tangible, easily defined and verifiable.

In the past, hard skills were the type most valued by employers. After all, they can be more clearly demonstrated and are easy to list on a resume.

But, hard skills aren’t always front of mind for employers anymore.

Why you should highlight your soft skills in the workplace

Soft skills are intangible; that is, you can’t see them at play. Rather, you get a sense of them.

In contemporary times, soft skills are rising in importance in the eyes of employers. A Manpower survey of 2,000 US employers showed “61% of American companies rated such “soft” abilities as communication, collaboration and problem-solving as the most desired skills in prospective hires.”

With ongoing developments in technology and the changing nature of the workforce today, these skills are essential. And because of this, and the need to remain employable long-term, it’s important to make sure prospective employers know about your competence with soft skills.

This was clearly a blind spot for Don. But, with career coaching, he came to see that moving up the ladder would require a heavy focus on soft skills, like influence and internal selling. Adjusting his approach, by making his soft skills clear to potential employers gave him the direction he needed to land the opportunity he was looking for.

It’s easy to get caught up with demonstrating hard skills to potential employers.

But, if you’d like some help with understanding and highlighting your soft skills in the workplace, check out my upcoming book: So You’re Career Confused! WTF is Next?

 

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Greg Weiss is Australia’s leading career coach. He is the author of “So You Got The Job! WTF Is Next?”. The book prescribes a proven, practical 7-step guideline for new employees so they succeed, rather than fail their probation periods and beyond. Find out more about the book at https://www.wtfisnext.wtf


He is the Founder and Director of Onboff an online training and coaching platform that helps HR specialists, coaches and recruiters to deliver exceptional onboarding and offboarding experiences for employees.


He also hosts The Keep: The Employee Experience podcast and runs CareerSupport365.

Keyword: soft skills in the workplace

This is the Answer to a Successful Career Transition

Leslie has been trying to find her ideal career for a long time now.
 
She’s so dedicated to this notion of finding her “calling”, that she takes survey after survey online, continually looking for guidance and direction.
 
Each time Leslie thinks she has learned something new about herself, she flits on to the next opportunity, believing that what she learned could be the direction in life she has been looking for.
 
Perhaps unsurprisingly, taking guidance from a series of algorithms never really works out for Leslie.
 
She’s stuck in this cycle, where, for the life of her, she can’t figure out where she went wrong.
Like Leslie, have you been taking career advice from online tests?
 

Self-reflection is key to a successful career transition

The best clues to your ideal career don’t come from answering multiple-choice questions.
You might be disappointed to hear that - after all, everyone loves a quick solution.
However, a more individual and self-reflective approach to this is critical.
 
When you’re undergoing a career transition, there are three key areas of your life to pay attention to, before deciding on your future direction.
 
Those are:
  1. Skills and accomplishments
  2. Interests
  3. Values, motivations and preferred working culture
 
These three key areas, plus the financial viability of a job make up what I call the SLIM model.
 
In short, that is strengths + love + importance + money.
 
To understand where you sit in each of these areas, start by asking yourself:
  1. What are you good at personally, professionally, or in an educational or community setting?
  2. What do you love to do so much that it causes you to lose track of time?
  3. What are the things most important to you, in terms of your core values, your inner motivations and the people you best fit with in a work environment?
  4. What careers that combine these prior factors are financially-viable for you?
At the intersection of these four components lies your enriched career.
 
The benefit of this approach is that it takes both your basic, environmental needs into account, as well as your higher-level needs in order to achieve true satisfaction.
 
For more help applying the SLIM model to your career transition, check out my soon-to-be-released book: So You’re Career Confused! WTF is Next?

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Greg Weiss is Australia’s leading career coach. He is the author of “So You Got The Job! WTF Is Next?”. The book prescribes a proven, practical 7-step guideline for new employees so they succeed, rather than fail their probation periods and beyond. Find out more about the book at https://www.wtfisnext.wtf
He is the Founder and Director of Onboff an online training and coaching platform that helps HR specialists, coaches and recruiters to deliver exceptional onboarding and offboarding experiences for employees.
He also hosts The Keep: The Employee Experience podcast and runs CareerSupport365.
 
Keyword: career transition