Successful hires in the USA
Imagine: you’ve just hired your dream candidate in the USA , but within 12 months, they quit. If you’re asking yourself why, you might want to start by examining your onboarding process.
Although the remote working trend arrived many years ago, it has been more understood in the past two years. Many companies have realized the challenge of orienting new employees remotely. But far fewer have processes that welcome your new international employee into your organization is a much more challenging.
These hires face the challenge of being fully integrating into their teams and coming up to speed in their roles. Too often, organizations approach employee onboarding as a vehicle for delivering training content. They develop 3-4 weeks of training and hope that, by the end of Week 4, the new hire is ready to work.
Most of Israeli rooted companies set their customer facing Directors to be their market openers in the USA. Walking the green field, the expectation is that Sales Directors be independent, self-motivated and concur the summit..
But here’s the catch- Cracks of miss-communication starts then and there.
When we take under consideration cultural gap, distance from the organization and difference of time zone. New employees are often confused and have several doubts during the first few weeks of joining a new organization. They simply get lost under the avalanche. Walking the green field and running in the trenches, It’s easy for a new employee to feel isolated.
Your remote employees are not learning by osmosis’, and therefore they do not naturally pick up skills and confidence of your organizational DNA, Values and the motivation derives from being a part of a team. As time passes, they do not commit to the companies’ values , and over time the isolation causes detachment. Turnover happens within an average 6 months to a year.
A conversation about redesigning the onboarding experience calls for a guiding principle that every new hire should be taken on an “onboarding journey,” from orientation, through integration, and ultimately to full effectiveness. Special attention should be given to the touchpoints, setting clear expectations and boundaries
New hires should feel comfortable using remote tools to connect with colleagues, bounce ideas off of one another and reinforce the strategies that help the team to succeed.” They should also become more comfortable interacting in more personal and even vulnerable way.