Effective Onboarding and Reducing the Impacts of ‘Premature Evacuation’ The Fifth S – Strategy

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

Today we are looking at the fifth S Strategy and applying unique strengths to roles and minimising weaknesses for placement and career success. It’s crucial to recognise that starting in a new role isn’t only about focusing within the function, as many mistakenly believe. It’s about figuring out how to provide value in the context of the overall business strategy.

Understanding the organisation’s strategy

When you understand the business strategy, you can make individual choices that reinforce values, thus aligning behaviour with the business for ultimate effectiveness. Understanding the business strategy of the employer, or at least the business unit, using this framework:

  • Objective: this is not the business’s overall mission, but rather, the specific objective they hope to achieve. In other words, it is the ‘ends’.
  • Scope: this provides boundaries for the customer or the offering, geographic location and vertical integration, often defining where the strategy will not go. It is the ‘domains’.
  • Advantage: differentiating the company’s competitive advantage is the most critical aspect of the strategy statement. It is the ‘means’.

So, I’ve mentioned that strategy has ties to a business’s priorities and according to Tom Bartman, a researcher for Harvard Business School, understanding an organisation’s priorities is more important than understanding its capabilities.

Why is that? Well, priorities impose limits on the business, while simultaneously directing the business’ focus. No matter the capabilities of an organisation (resources, staff and processes), success only comes from pursuing activities that are consistent with priorities and therefore, strategy. You see, if the business activities require additional capabilities to meet an opportunity, the organisation will simply invest in that capability. It does not work both ways.

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 Sixth S Staff and in our final post for the series we will be looking at the remaining 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

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