Life Is Work - Ep 66 - Hiring: OnboardingCo-hosts, Producers:Danielle Stenger Cameron Navarro, LMSW Mel’s Mindful Minute: 36:00Melanie Wilmoth Navarro, LMSW, RYT, TSTSY-FOwner, Lead Facilitator - Whole Moon Wellnesswholemoonwellness@gmail.com Contact Info:WebsiteEmailTwitter Instagram Music:Intro - King Must Die, by Picnic LightningMMM Transitions - Sur, by Picnic LightningOutro - Pa’lante, by Hurray for the Riff Raff OnboardingRESULT: To finish our hiring series by walking through the onboarding process and identifying areas for improvement to better welcome new people to the team. DanecdoteGenerally stunned at transition from beinin school all the time to “prepare” for working, and then at work it’s rare for anyone to take time to teach you things Also a weird pride in “I taught myself! No one is gonna do it for you!” Also had a job where I got a ton of training but it was over a six month period, it was a TON of content, and after 4-6 hours of training would just have to go do it Protein - Main Event - Topic d’jourOnboardingYou got the job!A quick note before accepting: negotiating an offerSome sectors this is more of a norm than othersPower dynamicsAsk for what you’re worthIf salary isnt negotiable, benefits & perksWork from homeFlex daysAskAManager can be helpful in navigating this systemCurrent approach: get you producing/generating work as fast as possibleIssuesWe aren’t robotsCommunication & jargon - unclear requestsLearning takes timeIf everything is new, difficult to prioritizeChallengesHiring folx is a net loss for the orgTrying to minimize lossesNot always a designated person to train and onboardHR usually focused on HR stuff and not job trainingDoing & teaching are wildly different skillsMaybe the best person on the team at the job is not also the best teacher……Makes training new folx difficultWhat could it look likeNew hireesCommunication & asking questionsTry to minimize assumptions and guessingFraming: I know how to do things, and I want to ensure they are completed in a way this team/org/dept needs themHelps to minimize imposter syndromeAlso - make sure you have tried to find the answer yourself with the knowledge you do have. Organize and make a list of questions - try to reduce asking any questions that come to mind all day long and plan a time to follow up with your questions PatienceKnow your boundaries, and stretch them a littleIt will take time - about a yearSet boundaries as early as possibleEmail & calls after hoursWorking late/through lunchREAD THE EMPLOYEE HANDBOOKWelcoming teamsSelfHow can you embody compassion, patience, and care for the new person?Can you remember what it was like being new?CommunityHow can your group best plan for a new hire?Are there things that aren’t written down but just “known”?Write them downClarify roles - who is training, welcoming, checking in on, etc (how often, for how long, etc)Timeline of trainingWhen should they realistically be able to start xyzSystemsWhat unspoken rules or expectations exist in your office?What is the work culture like?What policies are outdated or could use clarification?How can the org as a whole better establish equitable hiring processes for the entire process?AccountabilityDiversityJustice Mel’s Mindful Minute: 36:00Mindful MovementWe Are Always StudentsReal Happiness at WorkDare to LeadEmployee HandbookSharing is Self-CaringSelf-careWhen you enter a new space, what do you need? Community-careWhat unspoken rules or expectations exist in your office?Systems-careWhile hiring is a net fiscal loss for organizations, how can organizations invest in the gained aspects of a new employee, including talent, perspective, and expertise? Reach Out!lifeisworkpod.comFind questions submission linkInstagram @ lifeisworkpodKo-Fi Coffee info@palanteconsulting.com
