I’ve had the opportunity to evaluate and hire around thirty very talented people in the last few months, and it has been a pretty eye-opening experience for a lot of reasons. Perhaps the most interesting reason is the varying outcomes I have seen from all these new employees. I have seen some new employees do a fantastic job of integrating themselves with the culture and the team, and I’ve seen others crash and burn.
It got me to thinking, “what is it that makes certain new people successful in an organization and others not-so-successful?” If there are certain attitudes and behaviors that drive good outcomes for a new team-member, I’d like to know what they are. This is especially interesting because I find that some team members who I am excited about during hiring/evaluation process actually don’t do so well in their first 30-90 days.
So, I’d like to better understand what works and what doesn’t. That way, I can try to help coach new employees in that direction. I’ll establish a working list here, and try to add to it as I learn more.
This topic is not only timely for me, I think its hugely important in any rapidly growing organization. There are lots of new faces and there is a lot of uncertainty. What I have found is that some of the brightest people have the least organizational savvy. So if you think this advice doesn’t apply to you because you ‘smarter than that,’ I encourage you to think again. No matter how smart you are, you are not going to be effective in an organization where you haven’t built trust and don’t have the ability to gain buy-in.
Joining a new organization can be harder than most people think. Hopefully some of this advice helps people on their way…