#HireSlow#FireFast , #BackToOffice? #Newhire #Onboarding
Welcome to Sridhar’s newsletter number # 33 & Podcast (Click Play button for Audio version of the Post). Appreciate you being here, so we can connect weekly on interesting topics. Add your email id here to get this directly to your inbox (https://sridhargarikipati.substack.com).
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This weekly newsletter is mostly about the article, books, videos etc. I read or watch or my views on different topics which revolves around my head during the week. Now, let us dive into this week’s reads.
1. Hire Slow, and Fire Fast
This seems to outrageous right? It is not. You will find multiple articles written on this and why this needs to emphasized more. There is always a pressure on leadership level to fill the position quickly, but they have to take a step back and see really at a individual level if they meet their team culture. Just hard skills are not enough to make the hire, you need to make sure they fit your team culture. If you end up hiring a wrong person and realize this in just 2 weeks, Don’t drag this for 4-5 months in feedback, performance improvement plan and what not. You and me, both have seen these situations during our career. Either you are the lead or you are part of the team where you will see an impact for sure. If you are taking beyond 3 months of feedback etc. then you are just creating a mess for yourself and also for the other person. I would not give reasons to justify you in this case, as you will clearly know when it impacts you and your team, So don’t take it for granted and have the hard conversations way early when you are in cracks. Have your one-one discussions and lay it out very politely that it is not a right fit for both. Let them know their talent is good, its just do not meet your team culture. Never move this person to another department as you will just make it some one else problem. Let them know ahead and help them to give/take proper feedback and help them in job search process. Let go fast, it will be do a greater good to your team who will be in discomfort during all your performance improvement plan as you work with wrong hire.
Do read Reed Hastings No rules Rule book, If you want to build Talent Density at your organization, These hard conversations and decisions taken early will help everyone. Let me know your thoughts .
#Note - Below #2, #3 topics are just show notes not the post, so click on Audio button to know more.
2. Going Back to Office?
* Is Office reopening ?
* You going back to Office ?
* is it Mandate to come back to office ?
Bing Covid Tracker
https://www.bing.com/covid/local/unitedstates?vert=graph
Employers mandating to come
Job shuffling in U.S
Too Many deaths we had so far
Going to Office is not new for many now, but its New for many after 15 months. So lets take case by case, No judgement needed.
3. Onboard your team right
Get a new hire onboarded right into your team. We talked about 3 Engagement levels for a new hire,
1. Engagement with work
2. Engagement with the people you work with
3. Engagement with your organization.
Rethink Onboarding or new Hire at Individual Level,
Its all about their work, Explain in 1-1 calls, coach
Engage them later with the team, allows to work as a group in team
Reframing their sense of belonging in the team and in the organization.
Human connection is needed,
Common Interest
Mutual discovery
special purpose
Psychological Safety
Resource should feel safe to share the feedback etc.
That is all for this week. See you again.
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