Focus staff induction on your staff - not on you!

Focus staff induction on your staff – not on you!

Posted on September 25, 2012 · Posted in Managing Performance, Personal and Career Development, The Happy Workplace

Who hasn’t got a tale to tell regarding induction into a new job or a new post? We certainly have!

Last week we came across an excellent post from Business Insider’s Max Nisen: The Psychology Of Getting The Best Out Of New Hires.

Nisen refers to recent research from Harvard Business School which suggests a better way to manage induction. This research leads to some interesting conclusions about more effective ways to integrate new staff into your organisation.

These fit the ethos of the Happy Manager perfectly!

Here are some key extracts from the post:

Companies spend a lot of time making sure new employees are comfortable in a new workplace. The traditional approach focuses on bringing new hires into line with the values and norms of their new organization.

A recent working paper published by Dan Cable, Francesca Gino, and Brad Staats finds that there’s a more effective alternative.

Rather than focusing on the organization, employers should focus on the individual, specifically the parts of a person’s identity that make them happiest and most successful.

Over a 9 month experiment at an Indian call center, a group whose introduction to the company focused on the organization had a 250 percent greater chance of turnover than an individually focused group. Those trained in the company’s usual manner had a 157 percent greater chance.

Focus staff induction on your staff – not on you!

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People feel less nervous and uncertain in a new position when they’re playing to their strengths as a person and employee. Knowing what employees consider to be their best attributes could allow managers to design and present tasks in a way that will increase productivity throughout an employee’s tenure.

A focus on managing strengths is a key theme on the Happy Manager. We’ve written on this crucial aspect of management throughout the site but for an overview read our article: work motivation.

This is part of our six-part mini-series on optimum performance. Follow these links to find out how to get the best out of yourself, and the people you manage.

You might also like to look at a key resource we’ve developed for managers who want to focus on developing strengths. Managing from Strength to Strength is 22 page e-guide with 5 practical tools to get people improving what they’re already good at.

Who hasn’t got a tale to tell regarding induction into a new job or a new post? Why not share yours with us by leaving a comment.