4 Field-tested Tips to Accelerate New Hire Productivity

A cartoon in which to Accelerate New Hire Productivity

Companies with High Growth Must Accelerate New Hire Productivity
While most talent leaders want to accelerate new hire productivity, the statistics on the high dissatisfaction rate of new employees should capture the attention of every leader looking to engage, develop and retain high performing talent.  The Society for Industrial and Organizational Psychology found:

  • 50% of all hourly employees leave their new jobs within 120 days
  • 50% of senior level employees fail before they reach year 3 on the job

Pretty dismal.

Invest Enough to Get a Return on Hiring Investments
When you have invested significant time and money to hire new talent, you look for a payoff…productive employees who:

  • Give discretionary effort to perform at their peak
  • Are strong advocates for the company, its leaders and its brand promise
  • Intend to stay for the long haul

So What Are Companies in the Study Doing Wrong?
It is not a matter of employee incompetence…we find that new hires are mostly able to handle their roles. But, after analyzing thousands of employee engagement surveys and following up on exit interviews at clients, it seems that too many new hires do not understand how to:

  • Effectively and efficiently get work done day-to-day
  • Quickly build important relationships within unique workplace cultural parameters
  • Wisely use the company’s business systems and processes

All three of these new hire issues should be covered in the first weeks of any new employee onboarding program.

Four Tips to Accelerate New Hire Productivity
Here are four tips to accelerate new hire productivity so new hires feel a part of the corporate culture, understand how to work the systems and become productive and engaged members of the workforce sooner.

1.  Train On Systems, Processes and Practices
Beyond the typical intro to the company’s mission and corporate values and filling in the necessary documents for HR, new employee onboarding should provide training on the organization’s specific systems and processes required to get work done. Experienced employees “get it” and know what to do and when to do it. But new employees are often at a loss.

Sure, most new hires are smart and eager; but they are probably not familiar with the nomenclature and shortcuts of your proprietary systems, processes and practices. Make sure you provide new employees with a simple, easy-to-use manual or a patient instructor so the systems they need to do their job become enablers, not obstacles.

2.  Assign a Coach
Just as having a “big brother” or “big sister” when you went off to school made the adjustment easier, so having a coach at work to show you the ropes can be a huge boost to the new employees. Assign a friendly expert who can help answer the little questions like “what is the password to access the online company directory” to big questions like “in this culture, is it better to go directly to the VP or to my manager to share what I’ve learned about …. “

3.  Provide Career Opportunities To Learn and Grow
Once new hires get their feet on the ground and are feeling more confident on the job, they should have ample opportunities to learn and grow. Make sure new employees are introduced to opportunities, training and employees that expose them to ideas, people, jobs, projects, strategies and cultural norms to help them learn and grow.

4.  Monitor Results
Overseeing the new hire onboarding process should include specific new hire success metrics to measure if your new hire approach is having an effect.

  • Are your new hires ramping up faster?
  • Are new hires staying on longer?
  • Are hiring managers more satisfied?
  • Are new employees more engaged?

When you don’t have the time or inclination for targeted pulse surveys, simply ask new employees during one-on-one feedback sessions. If you have built sufficient trust, your new hires should be able to fill you in on what has worked well for them and what needs to be improved. Then it’s your job to make suggested changes.

The Bottom Line
Do not stop investing after your new hire has accepted your job offer.  Invest in your new hires by making your onboarding process more effective to accelerate new hire productivity.  No one enjoys feeling like the awkward “new guy” any longer than necessary.

To learn more about how to accelerate new hire productivity, download 7 Field-tested New Employee Orientation and Onboarding Best Practices

Comments are closed.

We recently partnered with LSA Global to offer our Supervisors and Managers a customized two-day management training program. Everyone who attended said it was by far the best management training program they had ever attended. The content was rich and highly interactive. The case studies were relevant. Each participant walked away from the training much better equipped to lead their teams.

Jeff Coon
Director of Human Resources

SeaTel has found our partnership with LSA Global to be very valuable and beneficial. We turned to LSA to customize a supervisory/leadership solution to meet our needs. LSA delivered a customized top quality solution. I’d recommend LSA Global to any company looking for a best-in-class training and consulting partner.

Kortney Riddle
HR Manager

I have worked with LSA Global at previous companies and welcomed the opportunity to bring them in to support my new organization. We worked closely with LSA to design a solution for our Client Partner Teams and Management Training on both coasts. LSA designed a customized solution for our business and organizational culture. LSA is a quality organization, one that I’d recommend to any company looking for a first class training and consulting partner that makes an impact.

Laurie Torres
Chief People Officer

The LSA Global team was very receptive and flexible to our needs every step of the way. Their staff and facilitator demonstrated attention to detail, responsiveness, and professional courtesy. The participants were thrilled with the outcome and rated the communication skills workshop and the facilitator as ‘Excellent’. I’d highly recommend working with the LSA Global team to meet your professional development needs.

John Mastrorilli
FRDP Leader

Intuit

Here’s a token of my appreciation for ALL your efforts. I’m offering my most sincere appreciation, and it extends to all the folks who made our customized management development programs possible.

Susan Anderson
Workforce Planning Bureau

LSA’s consultant designed and delivered a half-day team building solution for our recent conference. It included careful customization to integrate the design with our new mission and values. Everyone had fun and identified key issues with our teamwork. Altogether a great program!

Bob Ward
Director of HR

We consider LSA our true business partner in the areas of Learning and Organizational Development. From Strategic Planning to Presentation Skills and Management Training, they continue to provide excellent value and extremely high quality solutions – not just one time events. I recommend them to anyone looking to drive true business results.

Michelle A. Mitchell
Vice President, Worldwide Human Resources

LSA’s customized Effective Presentation Skills program has helped me elevate my presentation skills to the next level. I now have a much greater self-awareness of my presentation skills and can leverage off of my strengths while working to improve upon other areas. I would definitely recommend this solution to anyone for whom business presentations are an integral part of their job.

Jim Elliott
Senior Marketing Manager

Samsung

What a personal and professional pleasure it has been to Partner with LSA. They are truly a strategic partner with Wyse. For more than 5 years, LSA has been engaged in delivering various training and development solutions for Wyse, from custom on-site programs targeting specific core competencies, to working individually with clients to build job skills, and offering invaluable services to me and my team as we continue to build our learning programs. LSA’s representatives do more than sell a product, they offer a full service solution: they understand our business, our strategic initiatives, and the needs of our customers.

Jeff Rangel
Director of HR

“We turned to LSA to help us custom design and deliver a leadership and management development curriculum to help drive performance. They have done an excellent job diagnosing the business situation, designing an approach that fits our culture, and delivering a first class solution.”

Sally Buchannan
VP Human Resources

Over the years, both at 3Com and now at Redback, I’ve found LSA Global to be a valuable resource. The recent compliance program that they delivered for Redback’s executive and management team was the right solution, of the highest of quality, and customized to our business and culture. I would highly recommend LSA to any company looking for top quality solutions.

Gina Fulton
Vice President of Human Resources

LSA Global’s consultant brought a fresh perspective to our behavioral based interviewing strategy for two key executive positions we needed to fill, and their consultant helped us develop questions that produced a much deeper understanding of candidates’ capabilities. I am confident that the two new executives joining our organization have the right skills to add significant value. Throughout the process LSA was also very responsive in dealing with short lead time requests.

Because of the unique nature of our business, Excel is a core application in our accounting organization. After three attempts to find an Excel consultant who is capable of helping our finance team integrate advanced applications into our work processes we found LSA and Alex. He was not only a “Real” Excel expert but was masterful in helping us identify where to use Excel applications in our processes to increase our group’s efficiency.

SPO Partners & Co
Kim Silva, CFO

LSA exceeded all my expectations. We interviewed 7 potential training and consulting partners and selected LSA due to their expertise, flexibility, and breadth and depth of solutions. We were able to construct a management training course from the modules most appropriate to our needs, and are able to provide additional training from their well developed portfolio of experts. Our managers galvanized as a team throughout the session and are better prepared for the rigors of a competitive market.

Mitch Mandich
CEO

Edify

We signed up with LSA early on–as their 22nd Member! Since then, our organization’s learning needs have increased and decreased and increased again with the changing times. The beauty of the LSA business model is its flexibility…when we needed to supplement our own internal resources, we used LSA services knowing that we could depend on the outstanding quality of the leadership development and management training programs they provide.

Margie Bunting
HR Manager

I had been working with LSA for many years with my prior company. Currently, I’m with a company who hadn’t done much basic management skills training. After identifying and presenting a program recently, our managers are excited and talking in the halls about the great experience. LSA saves us time in delivering the right training for our needs.

Phyllis Moracco
HR Director

Evaluate your Performance

Toolkits

Toolkits

Download key published insights and tools from industry experts highlighting best practices in the areas of talent, strategy and culture.

More

Health Checks

Health Checks

Want to know how you stack up against leading organizations?  Receive a complimentary benchmarking analysis courtesy of an LSA Expert.

More

Whitepapers

Whitepapers

Get up to speed on timely solutions critical to your business. Published by LSA Experts based upon client feedback and key industry trends.

More

Methodology

Methodologies

First we identify the key metrics you want to improve. Then we assemble a dedicated team of elite experts who have successfully solved similar problems with similar clients.

More

Blogs

Stay up to do date with the latest information on how we help high growth companies align their culture and talent with strategy.

More

Case Studies

Client Case Studies

Real world consulting and training approaches from LSA projects, providing insights on how your company can outperform the competition.

More