High Hopes – Is Your Organization Delivering?
Every new employee has high hopes and dreams for their new job, otherwise they wouldn’t have accepted your organization’s employment offer. As an employer, your organization is offering certain things that employees’ value like good compensation, a stable work environment, an employee-centric culture, and future career growth and opportunities. The employee is offering their current and future knowledge and skills gained through education and employment experiences to further the goals and objectives of your organization.
Before the beginning of the first hour of the first day of their new job, your new employees are saying to themselves:
- I hope I like it here.
- I hope my new manager is good.
- I hope I get along well with the other employees.
- I hope I can do a good job.
- I hope there’s a future here.
- I hope I’ve made a good decision!!!
They’re often gambling big time about their future health, wealth and happiness when joining your organization. It’s not quite like getting married, but it is a very significant decision in their lives that can last as long as a happy marriage.
They have certain hopes and dreams about what this career transition means to them and their families. It’s also not like a purchase from a store that can be taken back the next day if they have buyer’s remorse. Your new employees are typically leaving a very well-known situation (current job/career) for a somewhat uncertain new future (new job/career) that carries a certain amount of risk.
For some of your new employees, the risks involved in changing jobs and organizations are very significant. They may need to relocate their home and family to a different city or even country for a job in a new or different industry. They may be asking themselves if it’s going to be worth the commute to a new job in an industry that can be impacted by an uncertain economy. Was it wise to accept a position working for your organization at this time in their lives? So, after making sometimes difficult job/career decisions, your new employees have high hopes in their new manager, their new job and your organization.
Unfortunately, that hope may soon be weakened or destroyed by the actions you or others take during the orientation and onboarding process. Within hours of starting the new job they may start to lose hope, especially if they:
- Are ignored and left on their own to fend for themselves.
- Find out that their manager is too busy or they feel like they are bothering him or her.
- Are given work that’s not meaningful / doesn’t match what they expected based on the interviewing process.
- Receive inadequate training and coaching support.
When someone doesn’t feel hopeful about a situation, what do they do? They start looking for ways out. They look for other options to reduce their feelings of hopelessness. New employees may start looking for another job immediately or within a couple months. Even if they stick it out, you’ve got a less motivated employee whose employment expectations have not been met.
Managers are the primary hope fulfillers and even hope enhancers for their new employees. They are the key to reducing new hire turnover. Their words and actions impact the ‘hope’ levels of their new employees, for better or worse.
Some of the new employee hope fulfillment activities managers can do is to:
- Talk to their new employees. Managers need to make it a high priority to chat with their new employees about their new job expectations and experiences at the beginning and end of their first day, first week, second week, third week and first month.
- Help them make friends. The more connected their new employees are with others in your organization, the less likely they are to feel alone.
- Give them a well-planned orientation and onboarding process to follow. Each well thought-out learning activity is a hope fulfiller and/or enhancer.
New employees are making a significant commitment to your organization. It’s time to keep their employment hopes and dreams alive and well.
Image credit: pixabay.com