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Manager’s Guide: How can I make it easier for a new hire to transition in my group? (Part 1)


I have written numerous blogs about how to familiarize yourself with your new job, but I have never focused on writing the other side of the story. In this blog series, I will provide some guidelines which can help you to conduct useful conversations with your new employees during the onboarding process. I hope that you can create a positive onboarding experience for your employees through these tips.

Talk about strategic objectives: Obviously, you need to have several conversations between you and the new employee over first 6-7 months, but make sure to make the strategic objectives as your primary conversation topic. This will not only make her understand the relationship between her tasks and the objectives of your company, but it will help you to make her understand the overall picture. You can start this discussion by talking about the company’s vision and strategy; and then you can progress towards explaining her the company’s goals, priorities and business initiatives. During this discussion, you should always ensure that you try to connect company’s goals and your team’s goals with her day-to-day activities. This practice will help you in making her an autonomous resource of your team, who can connect the dots by herself.

Talk about the culture: I have seen various managers, who fails to explain the existing culture of their company to a new hire. They think that the new hire will catch up on the company’s culture with time. While this perception has some credibility, I would advise not to do that. If you would have explained the company’s culture to the new hire during the onboarding process, then it will make her transition easier and smooth, while you can benefit from her understanding of the existing culture. You can initiate this conversation by describing her the culture of the company including company’s norms, beliefs, values, traditions, symbols, etc. For example: our working hours are 8-5pm, and all the employees are supposed to be present on the company premises between our core hours – 9am to 4pm.

I hope these tips will help you to become a better manager by providing a clear direction for your newly hired employee. In the next blog post, I will be discussing about how to familiarize your new hire with the rules of your team.

Let me know, if you have any other ideas through which you can help your employees to easily transition to your company. Thanks. – Bhavin Gandhi

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Posted by on February 21, 2012 in 21st Century, Leadership, Management

 

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Practical solutions to reduce time barriers between your Virtual Teams


DifferentTimeZonesI have seen various virtual teams that fails to accomplish their mission due to lack of communication. Virtual teams have many challenges like culture differences, language barriers, lack of personal touch, etc. But the ‘time difference’ is one of the most important challenge that a virtual team faces. As a part of my existing job, I manage various individuals from 3 completely different locations. And I have faced similar situations while managing these individuals. Through my experience, I have developed few practical solutions to resolve these challenges, and I would like to share those tips through this blog.

Define rigid working hours: I am neither a micromanager nor I believe in monitoring my people. But sometimes it is very crucial for a team to follow a strict schedule. Asynchronous communication channels like SMS and e-mails will only resolve few issues. But if you are working in a fast paced environment like me (Agile or Scrum approach), then it becomes very difficult to communicate through these asynchronous channels of communications. This approach makes it possible for me to meet with each and every individual at least 2 times a week (through video conference). From past few months, my team in China comes early every 2 days during the week and my team in USA stays late for those 2 days. This arrangement makes it easier to work with these people and it also helped me to increase my team morale.

Establish rules for e-mail communications: In the past, I have been in various situations when I will get an e-mail from my China team at around midnight in my time zone, and I won’t have any opportunity to reply to them until the day after. Thus, if you are working in a virtual team then you should be establishing few rules for your e-mail communications. For example: Tell your remote team in China to notify you regarding any urgent issues/concerns before midnight your time. Obviously, they will not be able to identify all the issues every time before you go to sleep, they might encounter few problems after you go to sleep. In that case, make sure that you always task them with some kind of other work, which is independent from that particular task. This will give them something to work on, before you can actually resolve their problem. This approach had helped me tremendously to increase the productivity of my team.

Make information go public: In most of the cases, people depend on each other for the information. Most of the professionals will take an educated decision in a given situation, if they were provided with the appropriate information. I made most of my information public in such a way that my team can have access to that information all the time. For example: during every meeting, I take meeting notes and prepare a list of action items. I started putting that information to our SharePoint site. This helped my team to have a baseline information and having the right information in their possession. This approach has reduced long chain of e-mails to get the same information that they would have got otherwise.

I hope, these tips will help you to reduce various time and communication related challenges with your virtual teams. Please feel free to comment on my blog, if you have any other suggestions for improving efficiency of your virtual teams. Thanks. – Bhavin Gandhi

 

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