Have you re-onboarded your team lately?
As a leader, one of your primary goals is to ensure that every member of your team has the clarity and context of what their role is within the organization and its impact. Typically, companies put new employees and new managers through onboarding programs. But what happens when there’s major changes in the way the organization works?
For example, many of us have gone from working in offices to working completely remote, back to the office or a new hybrid work arrangement, all within a two year space. Have we been intentional about aligning on expectations and work arrangements during these major changes?
Often we see organizations that are implementing change, whether it be new systems, a pivot in the way they are delivering their product, or major organizational structure changes, simply send out an email saying, "Here’s what the changes are - please do it this way".
Instead, the language of "re-onboarding" is more positive, inclusive, and intentional. It suggests that there is a process to get everyone acclimated to the change. We’re giving permission to make mistakes and learn something new. We are being intentional about how we design the change. This is key to creating a learning culture!
Let’s communicate and align on these changes so every team member has the information and tools they need to be successful in their role.
1. Unprecedented turnover, uncertainty, and changing work arrangements...
Have left many team members feeling adrift and disconnected. Re-onboarding can help solve this issue, says HBR.
2. The permission to make mistakes and get messy…
Is a necessary part of the process of change and new habits, says Raise The Bar coach Natalie Guillen in our latest episode of the Coaches’ Corner.
3. Calling all People Leaders!! You’re invited to our upcoming panel discussion webinar:
Cheers! Aaron
