Use a Motivational Quick Start to Avoid New Worker Disappointment

Joe Wynne is a versatile Project Manager experienced in delivering medium-scope projects in large organizations that improve workforce performance and business processes. He has a proven track record of delivering effective, technology-savvy solutions in a variety of industries and a unique combination of strengths in both process management and workforce management.

  Talent Management  

Increasingly, people use social media posts to complain (or share that they’ve quit) due to workplace inadequacies they see soon after starting employment. Losing a worker this quickly is disruptive to the project you are leading—and you will really feel the pain as you wait for a replacement. That’s why the early days after a new hire’s arrival in an organization are key to worker engagement and longevity.

The good news is that you have a large amount of influence in this situation—and if you know how to play it right, you can reduce this risk significantly (not to mention create a happy worker!).

How can you take advantage of this critical moment? The new worker is very attuned to anything that reveals insights (good or bad) about the team and the work culture. This is your chance to provide the information that will answer their questions and motivate them—to show that you care about their career. Apply these success criteria to your “motivational quick start” orientation planning:

1. Complete it quickly

• You have plenty to do. They have plenty to do. Ensure that efficient processes are in place so that the orientation goes quicky and smoothly, and that it can start immediately.
• Do not duplicate any organizational orientation that should already exist. These presentations are a little too high level or vague to …

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