The Right People Processes

In the life of any given organization, regardless of its size or level of business success, there is a natural ebb and flow of personnel. This process requires firms to acquire new people. Just a few of the needs are to:
• support business growth or expansion;
• replace employees who have left for a variety of reasons both of their
choice and at the request of the organization itself;
• acquire new skills to support a restructuring or reorganization.

Identifying the right people for the organization is significant start to a positive relationship for both parties. However, having the right people processes in place for after the hiring process is critical to both the retaining and leading of any team. Employee relationships like any other aspects of a successful organization follow a process. Consider it a three phase process.
• Phase one is the documentation of a new employee.
• Phase two is a program to orient him/her to the job / organization.
• Phase three deals with ensuring he/she is properly managed and coached
during employment.

One way to develop a consistent and defendable documentation process is to use a template.

In life there is no option of making a second first impression. Likewise, making sure that the new employee is properly oriented should not be left to chance. Every organization should have in place a structured consistent orientation process.

Ensuring that employees are properly managed and coached is the third component in the people management process.

I get into this concept ever further in Chapter 5 of There Has To Be A Better Way. Request your copy as a comment or send me an email to betterway@newmanlearning.com.