We have previously discussed How to look for the perfect hire or How to build your dream team. But what if after they sign the contract and you welcome them into the team, things don’t seem to flow quite right?
Have you made a lot of hires recently and feel like they should be functioning better, performing better, jiving better, in the company or the team, and it’s just not happening? If this sounds familiar to you, I have two quick steps you can take right now to help them get back on track.
1. Schedule a 1-to-1 session with them
One-on-one meetings are considered one of the most important tools you can use with your team to lay the foundation for a trusting and productive work relationship. It is a regular check-in between two people in an organization to give feedback, keep each other in the loop, resolve issues and encourage growth in their roles.
Having regularly scheduled check-in sessions will help you give the guidance the new hire needs to show the right path early on. These meetings are both beneficial to the employee and the organization, increasing engagement and a culture of success.
The first thing you need to do is prepare for the meeting. Write down specific topics you want to discuss to make the best use of the time but not rush through a rigid agenda. Be prepared to take notes to share with the employee at the end of the meeting.
Here are a few questions to ask during a one-on-one meeting:
- How are you doing? Start by connecting with each other
- What aspects of your work required more support? Show willingness to make some changes along the way
- Do you need more or less direction from me or the leadership team? Understand their working style and try to make adjustments beneficial for both
- Is there something we could do better? Offer an open channel of communication for feedback and your commitment to helping them achieve their true potential
- What gives you energy? What drains you? Show interest in their mental status
Ask as many questions as possible. Keep “peeling the onion” because the more feedback you are able to both receive and provide, the better for you to figure out what needs to be done to fix the situation and get on the right track. It is important to get a clear understanding of where they are struggling but also what has them excited and motivated. The first, so you can make sure it is fixed and they can thrive, and the second, so you can keep on doing the good work.
One-on-one sessions are a joint effort, so promote a culture of regularly scheduled meetings within your team to ensure the communication channels are open to everyone all the time.
2. Whiteboard out your organizational chart
It’s probably been a while since you have done this, but I promise you it works. It is like looking at the current layout of your organization with new eyes. The world has changed in the past two years so maybe it is a good time to reposition your organizational chart as well. Maybe all you need is to shift some of those new hires to different places. Under different leadership, things may be different.
Take the opportunity to see the whole picture in black and white and you will be surprised by the many directions you may be able to go. It is said that whenever there is pain, it means something isn’t working. Either a process isn’t working or there isn’t a process in place. Whiteboard out your organizational chart and see what little tweaks you can make to fix this pain.
Yes, organizational structure changes can be difficult to achieve, especially if the actual status has been in place for a long time. It will take time for the whole team to adjust, but once it’s done it will prove its own value.
The key is to maintain open communication with your team. They need to know what is happening and when it’s happening, but above all, they need to know why so they can better understand the plan and get onboard. You could even make trial periods and come back to the table in a few months to review if the changes made are working as expected or not.
Implementing one-on-one sessions and restructuring your organizational chart can be vital to the growth and stability of your team and by default your business. Don’t be afraid to shake things a little every now and then. It may be worth it!
If you want to talk a little more about what changes you can make to get your new hires back on the right track, schedule a 20-minute call with me, and let’s get started.
Don’t be afraid to reach out for help. I am taking 1:1 coaching sessions at the moment and I assure you this is a safe space for you to unload. I have a judgment-free zone here for you to process this or any other topic you wish to share with me.
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About Annette Walter
Much like Marcus Lemonis, host of CNBC’s “The Profit,” who lends his expertise to struggling businesses, Annette analyzes businesses, supports them with the right resources, and designs the plan they need to go from surviving to thriving.
Annette Walter has started, acquired, owned, and operated more than 15 companies in her lifetime. As a wife, mother of two young boys, and owner of a national company, Timber Industries, that was included on last year’s Inc. 5000 list, she can serve her true purpose and passion in coaching and consulting entrepreneurs through her business coaching company, iEvolve Consulting. Annette works with business owners across the globe in various industries to support their overall well-being, teams, and operations. As an operations expert and strategist, she works with business owners to help them identify organizational gaps and opportunities in their companies. She works with businesses to help make their finances, marketing efforts, technology solutions, and sales more efficient and effective.
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