Every staffing manager wishes that the newly joined employee turns out to be his best find. And why not, after all a lot goes into searching the right candidate for a role and finally having him onboard. But how many recruiting organisations are willing to invest in grooming and training the employees to help them achieve their best? How many staffing companies are open to orienting the employees into the company culture through a smooth onboarding process? And how many mentors are willing to guide a colleague and create a valuable asset?
We believe there are four major areas—related to both job roles and social environment—that organizations can work towards to help new employees maximize their productivity and create a winning team.
The first area for improving productivity is self-efficacy or self-confidence in job performance. Mentors and line managers should make the new employee feel confident in doing the job well. A positive pat on the back can keep the employee more motivated and eventually more successful than less confident counterparts.
Organizations should design specific confidence boosting programs to help boost employees’ confidence as they navigate new organizational waters. Developing self-efficacy can reap rich dividends for organisations. Self-efficient employees have a positive impact on organizational commitment, satisfaction, and turnover.
A second important area is role clarity. How well a new employee understands his or her role and expectations sets his trajectory of performance. The performance will suffer if expectations are ambiguous and not articulated well. Businesses can suffer loss if employees do not understand their role well. Therefore, role clarity is a good metric to check how well-adjusted a new employee is. Measuring role clarity can help companies to stop potential performance issues before they lead to poor job attitudes. How do you measure role clarity? It is simple, if new employees say they understand the roles they have to play to meet business objectives, that means they have higher role clarity. This metric of role clarity also becomes a predictor of the job satisfaction and organizational commitment of the employee.
Social integration is the third area that organisation should focus on enhancing productivity. Mingling and starting to work with functional teams is an important aspect of learning about any organization. This way, new employees feel socially comfortable and accepted by their peers and superiors. Acceptance by peers can be a good indicator of adjustment. A failure to establish effective working relationships sometimes becomes a primary reason for the job change. On the other hand, social integration into one’s workgroup is positively related to commitment and turnover.
Positive and healthy relationships with leaders and other team members undoubtedly are related to favourable work outcomes. This also impacts an individual’s performance and job satisfaction. Here, the new employees should themselves facilitate their own social integration besides expecting help from HR. Building strong relationships is a by-product of your own attitude and interpersonal skills more than an HR prerogative. Some of the useful tactics include an employee can use are:
The fourth area to be worked upon is knowledge of and cultural fit within an organizational. Every company has a unique culture, set of values and code of conduct . New hires should navigate organisation culture with the help of HR processes and onboarding procedures. Understanding an organization’s ethics, goals, and values, and learning the firm’s unique heritage are all important indicators of employee adjustment.
All these areas and factors are down the line associated with commitment, satisfaction and turnover. One should look for these areas of improvement not just in employees but in partners, and suppliers as well.