It only takes six steps for excellent managers to cultivate elites in the workplace - don't waste a thousand miles
In July, the fire was like gold, and college students took their jobs one after another. From the perspective of enterprises, how can we cultivate new college students? From the perspective of students, it is whether the enterprise can create a good development environment for them.
It only takes six steps for excellent managers to cultivate elites in the workplace - don't waste a thousand miles
Newly recruited employees, especially newly graduated students, can basically determine the future growth space in the first 6 months of their employment, and they can also feel the importance the company attaches to them. Therefore, do a good job in the first 6 months of training. On the one hand, it reserves enough reserve talents for the enterprise. On the other hand, it can also stabilize the workforce and reduce the turnover of new employees in the period of 6 months to 1 year. Especially Key employees can ensure retention.
Many companies only pay attention to the first week, half a month, and many only pay attention to one month. In fact, it is far from enough.
Suntech Management believes that how to quickly improve the ability of new employees depends largely on what our managers have done to employees in the first 6 months!
We suggest that the training of new recruits can be divided into six stages:
It only takes six steps for excellent managers to cultivate elites in the workplace - don't waste a thousand miles
01 Week 1
New employee induction training and induction, familiar with job responsibilities
Training on job responsibilities, corporate culture, personal development, internal rules and regulations, employee handbooks, etc.: generally completed by HR. After completing the training, it is generally recommended to organize an exam to enhance the sense of ceremony on the one hand, and also let the training Employees feel the company's rules and requirements;
Arrange an employee onboarding guide (which can be a direct supervisor): New recruits, especially new graduates, lack knowledge of the workplace, and even some employees have workplace fears, so this onboarding guide will be particularly important, so that Employees can quickly integrate into the company. The main responsibility of the induction guide is to do a good job in the environmental service of the employee. For example, help employees get to know their colleagues, let employees understand the company's specific procedures, etc., and accompany employees to eat together;
Hold a welcome meeting and let the department manager introduce everyone in the department and get to know each other;
Communicate with the boss directly: let him understand the company culture, development strategy, etc., and understand the professional ability, family background, career planning and hobbies of the newcomer;
The direct supervisor clearly arranges the specific tasks for the first week, including: what to do every day, how to do it, and who is the person in charge of the colleagues and departments related to the task;
The direct supervisor needs to pay attention to observe the problems in daily work, find and correct them in time (without criticism), and give timely affirmation and praise (feedback principle); check the work of the day every day to help find difficulties and analyze problems.
It only takes six steps for excellent managers to cultivate elites in the workplace - don't waste a thousand miles
02Week 2 - Week 4
Familiar with job responsibilities, familiar with job requirements, and conduct some skill training
After the first week of guidance and familiarity, new employees begin to have a preliminary understanding of their colleagues, work content and company requirements. At this time, it is necessary to further familiarize new employees with all aspects of the company and clarify their job responsibilities and standards.
The entry guide can lead the new employee to familiarize himself with the company environment and people in various departments, and let him know how to write standard company emails, how to send faxes, who to look for when there is a problem with the computer, how to answer internal calls, etc.;
The direct supervisor conducts preliminary training on work skills for him;
It is necessary to further observe the working methods, the completion process of work tasks, etc., and provide timely assistance; especially pay attention to the emotional changes in the work process, and assist him to make adjustments in time;
The direct boss teaches him his own experience in a timely manner, so that he can learn in actual combat, learn by doing, and learn by doing is very important for new employees;
Timely affirm and praise its growth and progress, and put forward higher expectations.
The HR department organizes tea parties for new employees every half month, so that the new employees can relax properly in such an environment, and put forward some doubts after joining, and their understanding of their work.
It only takes six steps for excellent managers to cultivate elites in the workplace - don't waste a thousand miles
03 Week 5 - Week 8
Giving the right pressure at the right time can often promote the growth of new employees, but most managers choose the wrong way to apply pressure.
According to the strengths and skills demonstrated by the new employees in the early stage, further clarify the requirements and standards of the work;
Carry out team building activities, observe its strengths and capabilities, weaknesses and weaknesses, so as to arrange relevant training in the future;
Give them the opportunity to improve when they make mistakes, observe their mentality in adversity, observe their behavior, and see their training value;
When you find that you are not competent for your current position, communicate with the HR department to see if it is suitable for other departments and give them more opportunities;
The HR department communicates with new employees individually, does a good job in the ideological work of employees, and assists employees to integrate into the work;
The HR department organizes the training of common skills according to the requirements of the enterprise.
It only takes six steps for excellent managers to cultivate elites in the workplace - don't waste a thousand miles
04Week 9 - Week 13
Direct supervisors and department leaders need to do more encouragement and praise to new employees to enhance employees' self-awareness and work enthusiasm.
When new employees complete challenging tasks or make progress, give praise and rewards in a timely manner, and praise and encourage timely;
Various forms of praise and encouragement should give him more surprises, create different senses of surprise, and praise and encourage the diversity;
Show the achievements of new employees to other colleagues in the company, let new employees share successful experiences in appropriate occasions, and give open praise and encouragement;
The HR department handles the formalities for regularization in a timely manner, organizes the evaluation of regularization, and organizes a team building activity for newly recruited employees if conditions permit.
It only takes six steps for excellent managers to cultivate elites in the workplace - don't waste a thousand miles
05 Week 14 - Week 27
The post-90s employees have a clear personality and are not lacking in creativity. More often, our managers need to patiently instruct them how to cooperate and integrate into the team.
Encourage these employees to actively participate in team meetings and speak in meetings, and give praise and encouragement after they speak;
For incentive mechanism, team building, task process, growth, and good experience, there should be more meetings to discuss and share;
Discuss the methods and suggestions for task handling with new employees, and affirm them when they make good suggestions;
If there is a conflict with an old colleague, it should be handled in time;
Department leaders help subordinates to reposition, let them re-understand the value of work, the meaning of work, the responsibility of work, the mission of work, the height of work, and find their own goals and directions;
Begin to moderately delegate power to let subordinates complete the work on their own, discover the value of work and enjoy the joy brought by the results, pay attention that the delegation of power should not be done in one step;
Let employees feel the mission of the company, magnify the company's vision and cultural value, magnify strategic decision-making and leadership intentions, etc., focus on cohesiveness and cultural implementation, focus on correct direction and efficient communication, focus on performance improvement and professional quality;
The HR department needs to communicate with the leaders of the department where the employees are located, and arrange appropriate training courses for these employees to help them improve their abilities.
It only takes six steps for excellent managers to cultivate elites in the workplace - don't waste a thousand miles
06Summary and plan
After 6 months, the company needs to conduct a formal evaluation and development plan for these employees. A complete performance interview generally includes the following six steps:
Guarantee at least 1-2 formal performance interviews of more than 1 hour every quarter, do a full investigation before the interview, and make the interview reasonable, evidence-based and lawful;
The performance interview should be done: clarify the purpose; employee self-assessment (what has been done, what achievements have been made, what efforts have been made for the results, which aspects have been insufficient, and which aspects have gaps with other colleagues);
The leader's evaluation includes: achievements, abilities, and daily performance. To confirm the achievements first, then discuss the deficiencies. When discussing deficiencies, there should be real examples for support (it is still feedback skills);
Assist subordinates to formulate goals and measures, let him make commitments, supervise and inspect the progress of goals, and assist him to achieve established goals;
Strive for opportunities for subordinates to develop and improve, discuss future development with him more, and evaluate subordinates at least once every 3-6 months;
Give subordinates the opportunity to participate in training, and encourage them to study more and read more books. Everyone develops a growth plan and checks them in stages.