This was brought to my attention by a comment from Sue Edwards, president of Clearing the 90-Day Hurdle, an onboarding coaching service that deals with all the challenges of a new hire (especially senior executives) - for the employer, the employee, and recruiter. They address a lot of the issues of being a new hire, hiring someone new, and easing the transition into a successful one.
It's clear from the number of hits that my post on Onboarding keeps getting, onboarding is a concern for a lot of companies who realize the value of keeping the talent they've spent so much effort, time and money in recruiting. They realize why it's just as important to invest as much time and effort into retention and development of staff.
From their website:
A lot can go wrong in the first 90 days after a new executive hire or promotion. Would it surprise you to learn that at least 40% of new leaders fail to meet the expectations of their new role?
- Desired results are not achieved within the expected timeframe
- Difficulties in assimilating to a new culture and earning credibility are barriers to success
- Productivity and employee engagement are negatively impacted
Research conducted with over 20 executives shows clearly that:
- There is remarkable agreement on the most important behaviours for success in the first 90 days — regardless of the interviewee’s industry, gender, internal or external role.
- Providing new hires with the "secrets to success" in their first 90 days is critical to enhancing the ROI on recruitment and re-training costs.
- Even exceptional, talented new hires are often unaware that some of their well-intended behaviours are potentially derailing.
For more insight, there is a free report on Top Ten Success Factors and Seven Deadly Sins for Leaders Transitioning into Organizations, based on Edwards' experience of coaching leaders-in-transitions for small businesses up to Fortune 500 multi-nationals, along with in-depth research with senior executives, human resources leaders and recruiters. So far I've received positive feedback from people I've passed it on to (with her permission of course!).