This is the third article in the series A CEO’s Guide to Long-Term Employees.

One of the best life hacks out there is remembering that every task has a beginning, middle, and end. My process-loving brain loves breaking down tasks into stages! Because this skill is key for sound financial management, I look for new hires who think this way too. Together, our team helps clients adopt processes and procedures so that they finish the tasks that set them up for growth.

But it isn’t enough to know that tasks have a beginning, middle, and end. You also have to know all the requirements of each stage so you know when you have moved from the beginning to the middle and from the middle to the end. If that’s not clear, you may assume a task is complete when really you’ve only just entered the middle stage.

I’ve been guilty of this in my approach to hiring new staff. I was seeing it like this:

Beginning: Post a job
Middle: Interview candidates
End: Hire a person

My end goal was to find someone to fill the empty spot. Everything I did in the recruitment process was based on that singular goal. As I explained earlier in the series, my lackluster recruiting wasn’t providing the most qualified candidates. But I chose from the options I had, happy to fill the spot and check that task off the list. As soon as the decision was made, in my mind, the task was complete. 

Inevitably, this approach resulted in some of my new hires struggling in their role, and within a few months, a few were gone. I had to start the process all over again. 

I knew something was off, so I consulted with Danielle Alexa of Cognos HR. That’s when I saw the trouble—in reality, finding a new staff member is more like this:

Beginning: Recruitment
Middle: Hiring
End: Onboarding

See the difference? I had been skipping the onboarding process because I thought the end goal was hiring the person

But growing a team isn’t about filling gaps.

It’s about expanding your current community and culture by accepting new people, and those new people need to go through an entire process to acclimate and learn about their new surroundings. Danielle explains why proper onboarding is  so crucial:

“Think about how you want to be introduced to a new opportunity or company. What’s important to you? Not only should you make that new employee feel welcome, but you should also showcase your company. This is the foundation for their new career, and it should be solid. It allows you to tell the employee what’s expected and what they will get out of their experience. Yes, there will always be a learning curve in any new role, but having a process in place from the beginning supports their growth and, in turn, helps your company be even more successful.”

I’ve learned so much about onboarding from Danielle! Even better, my team has benefitted too. We now have a
formal onboarding process that welcomes new hires, introduces them to the Officeheads core values and culture, and acclimates them to our internal work processes. Turnover has decreased, giving us all kinds of benefits, including greater stability for our clients and higher employee satisfaction.

Your people contribute greatly to your business’s financial strength. It’s one of the areas of internal management that you can improve upon to set yourself up for growth! And since we’ve been there, our team is ready to help you resolve the challenges you are facing. We can help you apply the processes and resources you need to make 2022 your best year yet.