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What To Do When Your Hire Doesn't Have an Answer To Your Onboarding Questions?

I left out an important piece of information.๐Ÿ’ฅ You know that list of questions I posted last week... to ask your new hire? Well... there's an important piece I left out. ๐Ÿ’ฅ Here's the piece I left out: ๐—ฌ๐—ผ๐˜‚๐—ฟ ๐—ป๐—ฒ๐˜„ ๐—ต๐—ถ๐—ฟ๐—ฒ ๐— ๐—”๐—ฌ ๐—ป๐—ผ๐˜ ๐—ธ๐—ป๐—ผ๐˜„ ๐˜๐—ต๐—ฒ ๐—ฎ๐—ป๐˜€๐˜„๐—ฒ๐—ฟ ๐˜๐—ผ ๐˜๐—ต๐—ผ๐˜€๐—ฒ ๐—พ๐˜‚๐—ฒ๐˜€๐˜๐—ถ๐—ผ๐—ป๐˜€. ๐Ÿ’ฅ Soo... what should you do in that case? You should "pin" the convo for a later time. Because onboarding isn't the only time where larger questions, like the ones we discussed last week, are talked about. Depending on the needs of the relationship, you might have those higher-level conversations say every 3 months or 6 months (please don't go longer than that). Those regular check-ins are spaces where you get out of the nitty-gritty of your daily/weekly work together and look at the larger picture of your working relationship. ๐Ÿ’ฅ And in between those meetings, be aware of the questions that your hire doesn't have the answer to. Here's an example of what that looks like using the questions from last week: โ†’ FEEDBACK: If they don't know how they like to receive feedback, deliver feedback in the way you think is best and then follow up to see how it landed with them. โ†’ REQUESTS: Let's say that they don't know their preference for receiving requests. But then they dropped a ball when you texted them a request. You'd have a review of how that dropped ball happened with them to see what went wrong. This would be a good place to ask them specifically about receiving requests via text. โ†’ TREATS:ย ย If they don't have a favorite way to treat themselves, ask them to take a love language test (in fact, this is a good step regardless if they know or not!). Design your mode of appreciation around that, if possible. โ†’BOUNDARIES: If they don't have any boundaries that they put into place, talk about the expectations that you have for response times and the boundaries you have. ๐Ÿ’ฅ How do you design your check-in meetings? Or if you haven't had one with your team, is there anything blocking you from doing so? ๐Ÿ‘‡๐Ÿผ