You’ve been offered a new role with a new company – Congratulations!

There are a few things to do now. First, celebrate and inform your current employer of your resignation.

Secondly, is to think about how you’re going to make a success of your new role.

You know you have the right skills, abilities and experience that your new employer is looking for, so you can relax on that front.

But still, starting a new job can be daunting. You want to prove to your manager and your new colleagues that you’ve got what it takes.

Thankfully, there are a few strategies you can implement from day one.

So here are 7 strategies for creating success in your new role.

1. Knowing Where to Focus Your Efforts

Securing your new role is just the first step in this exciting new part of your career.

Although your recruiting partner will have helped you find a role which perfectly matches your skills, abilities and aspirations, it is not up to you to find out what is expected of you in your new role.

Things to think about:

• Find out what your manager’s priorities are – and then find out how this relates to you. This might be covered in the onboarding process, but it will help to have defined short, medium and long-term goals to work towards.

• What do you need to do every day in your day-to-day duties?

• What is your manager’s style, and how are you going to develop a relationship with them?

• What are your KPIs, and how will you be evaluated in your new role?

The more you can find out about where you fit into the business’ ultimate goals, the faster you will settle in and can start achieving success.

 

2. Demonstrating the Right Skills and Attitude

You will have been hired for your skills, and it’s time to put them to good use in your new role.

Think about is there anything you learned in your previous role that you could bring to your new organization?

You must also demonstrate that you can work well with your new colleagues – and this might mean navigating a few different working styles and figuring out how your new team works and how they communicate.

The key things to remember here are:

• Practice your communication skills and be patient with others – it takes time to form strong working relationships.

• Be flexible – you might have a fixed opinion from your previous roles about how to undertake specific tasks, but now is the time to observe others and fit in with how your new team operates.

• Be pro-active in problems solving – don’t be afraid to take on new challenges in your new role; it shows you are resilient and hard working.

3. Forming Good Habits

It is essential that you maintain professionalism in everything you do, and avoid getting into workplace gossip, even though it might seem like a good way to form initial bonds.

Focus on your results in the early stages of your role; don’t be afraid to ask your manager to clarify that you’re on the right path, but refrain from asking continually about things you aren’t sure of. Save up your questions and ask once a day. If you aren’t sure of what to do at any point, be proactive and find something to do – ask your new colleagues if they need help.

4. Active Listening

Active listening is different from the type of listening that most people demonstrate – that is, listening with the intent of responding, and not listening deeply to what it is the other person is saying.

You can learn a lot more when you focus intently on the things your new colleagues and manager say to you. You can absorb so much about the company, the people, your role and the industry when you actively listen.

So, never make assumptions – and actively listen to your peers; you might be surprised at how much you learn.

5. Always Learning

We can all be guilty of believing that we have nothing left to learn about a particular subject, especially if it’s an issue that you are very familiar with.

But the start of a new role should be a reminder than there is always more to learn.

Once you have your new role parameters and goals clearly in your mind, you can then look towards your ongoing development.

Speak to your manager about L&D and ask if there are any courses you can take or any in-house training extra to your onboarding that you can partake in.

Remember – every day is a school day!

6. Deciding What to ‘Let Go’ Of

Part of growing in your new role is in realizing what you can let go of.

Success is not always about refining your skills and developing new ones; it can also be an opportunity to let go of old habits and mindsets that could be holding you back.

Learn when to say ‘no’; notice when you are more likely to procrastinate or become distracted, and finally, say goodbye to the fear of failure.

Starting a new role is a powerful thing, and it can be the opportunity to be the ‘you’ you have always wanted to be.

7. 30, 60 and 90 Day Plans

And lastly, success will not happen on its own – is must be planned for.

The onboarding process in your new role should set the objectives of your position; however, the detail and specificity of onboarding programs can vary between organizations.

So, it’s advised that you set yourself some 30, 60 and 90-day goals – even if they are just personal goals that you want to achieve in your new Role.

Achieving personal targets related to your new Role is a great way to boost your confidence and draw success towards you.

30, 60 and 90-plan have been proven time and again to be a really effective way of helping people achieve their goals.

Finally

Are you just about to embark on the excitement of a new Role? Or perhaps you’re looking for your next opportunity and aren’t sure where to start your new job search.

If so, we can help.

We help candidates just like you find great new career opportunities. From resume help, and interview prep to career advice and organizing interviews for you. Get in touch with us at 919-813-2454 or at Info@TheBlackDiamondAgency.com.

3 Areas of Focus

 

Taking the right approach to training your new hires is one of the most important things any employer can do. The right education and guidance set your employees up for success in any role and ensure they can thrive in your industry.

What’s more, today’s employees crave training more than ever before.

According to some studies, around 40% of staff members worry their skills will become outdated in today’s quickly-evolving landscape. Moreover, 49% of employees want to enhance their skills but are unsure where to begin.

For business leaders, the focus areas for training an initial new hire should revolve around developing critical soft skills. Most of your new team members already have the technical talents required for their roles. However, you can always look into upskilling and expanding this knowledge later.

Your team members need help with the critical skills that will define their future with your business. Here are the three areas you need to focus on.

Skill 1: Goal Setting

Goals are critical in any role. According to research from Harvard Business School, people who successfully visualize and write down their professional goals are often 20% more successful. Goals act as a compass in any career, giving direction and guidance to your team members.

Start by providing your employees with clear insight into your business values and expectations for their work. This will help them monitor and measure their performance to ensure they’re delivering the right results. Next, arrange for a meeting during the onboarding process, where you can set different types of goals with your new team member, such as:

• Short-term goals: Define what your new employee should be working towards during the first few months of their position in your company. Outline what you’d like to see from them as a manager, and ask what they would like to accomplish during this time.

• Long-term goals: Ask about where your employee sees themselves in the future. Do they want to work towards a promotion or a higher-paying role? Together, you can outline a plan for how they can make their targets a reality.

• Development goals: Where would your employees like to improve their skills or become more proficient during their time with your company? What training opportunities would they want access to, and where do they feel they need the most help?

It’s also worth providing your employees with key tips on improving their chances of successfully reaching their goals. Discuss the difference between setting realistic and unrealistic targets, and look at how you can help your employee to become more focused.

One option could be to set your new team member up with a mentor, so they can constantly get feedback on their progress. It’s also worth having regular meetings with each employee throughout the year to see whether they’re accomplishing their goals and what you can do to assist them.

Skill 2: Relationship Building

Relationships form the foundation of strong company culture. Research shows positive relations between employees and their managers and colleagues lead to better job satisfaction, increased retention, and boosted productivity. However, many employees struggle with creating the right connections throughout the company.

During the initial onboarding process, when you’re bringing your new team member into your company, introduce them to the people they will be working with. Some bonding activities can be extremely useful during this stage to help with breaking the ice.

Next, provide tips on strengthening your team members’ relationships with colleagues and managers. For instance, you can encourage them to:

• Be proactive in offering help: Employees who constantly look for ways to support and assist their other team members are more likely to be appreciated by the rest of the team. Encourage your staff to be proactive team players.

• Take part in meetings: While not all of your business meetings may be mandatory, many provide networking and communication opportunities. Asking staff members to participate in regular video and in-person meetings will help to strengthen bonds.

• Develop emotional intelligence: Training your employees on how to demonstrate good emotional intelligence is fantastic for enhancing their relationship-building abilities. They should be aware of how to recognize and understand the emotions of others.

• Communicate constantly: Make sure your team has a strong culture of constant communication and collaboration. Everyone should feel included in business conversations, and every team member should feel as though they have a voice.

• Network whenever possible: Allow team members to attend events and networking opportunities. This is a good way to help them expand their relationships and feel more confident communicating with others.

It’s also helpful to have diversity, equity, and inclusion policies, which highlight how each team member should show respect for their fellow workers. If any of your employees seem to be isolating themselves from the group or show a negative attitude towards others, jump in and see what you can do to fix the problem.

Skill 3: Productivity

All employers want productive, efficient, and engaged team members. While the support you give your employees in the form of the right technical skill training and tools will help to enhance productivity, there are also steps employees will need to take themselves.

Ask your employees how they currently pursue productivity in their workflows and where they’re most likely to struggle. If your team members are working in a remote or hybrid environment, they may need more assistance with scheduling their work and ensuring they adhere to deadlines.

Introduce your employees to different methods of boosting productivity, such as:

• Arranging their to-do list: Some employees will find it easier to tackle the toughest jobs first thing in the day. Others will prefer to start with easier tasks and work on complex challenges later. Encourage your staff members to discover what works for them.

• Taking regular breaks: While pushing your employees to be productive at all hours of the day is tempting, we all need breaks. Help your employees to take time out when they need it, by allowing them to step away from their schedule from time to time.

• Tackling one task at a time: Teach your employees that multi-tasking is rarely the best way to generate the right results when it comes to productivity. Breaking large tasks into smaller pieces and working on targets one at a time is more likely to generate results.

• Managing energy (not just time): Give your employees the freedom to adjust their work schedule according to when they have the best sense of focus. In today’s hybrid and remote work world, giving your employees more autonomy can boost productivity.

• Leveraging useful tools: Certain tools and technology in the workplace can assist with productivity. For instance, some team members might use time-tracking applications to discover how long they spend on different tasks. Others might organize their day with a centralized project management system.

If any of your employees are struggling with productivity, it’s important to reach out and find out what’s happening. The problem could be with their schedule and how they organize their day. Alternatively, you could find your employees are experiencing the early stages of burnout. Either way, you can work together to develop a plan to promote the best workflow.

Here at The Black Diamond Agency, we have been helping corporate retailers with their talent acquisition and helping specialty retail talent find their ideal roles for 7+ years. If you want to find out how we can help, email us at Info@TheBlackDiamondAgency.com. We look forward to working with you!

Support Employee Growth from Day One

 

Designing the perfect retail workforce doesn’t end with choosing the right candidate for each role. Ensuring each employee can achieve their full potential means creating a long-term development plan that aligns your new employees with your company culture, goals and the results you want to achieve.

A great development plan does more than set your employees up for success. It also ensures they can continue to thrive for as long as they work at your organization. With the right plan of action, managers can “onboarding” to enhance their company culture, inspire teams, and boost staff retention.

So, what exactly should your onboarding and development strategy entail? Here’s what you need to know about building the perfect development plan for your employees.

Employee Orientation vs. Employee Onboarding

First, it’s worth defining what onboarding actually is. Many people still use the terms “onboarding” and “orientation” interchangeably. However, orientation and onboarding are two very separate concepts.

Employee orientation is a one-time event, focused on introducing new hires to your company. During this process, human resources, hiring managers and/or team leaders formerly introduce employees to the organization. They may take them on a tour of a physical office, or deliver information virtually through videos and presentations.

The idea behind employee orientation is to get your team members prepared for their new roles. Employee onboarding is a more long-term concept. Onboarding encompasses the entire employee journey, starting from the moment they meet their colleagues, all the way up to the point where they are fully performing.

Used correctly, this process not only strengthens your employer brand and employee engagement, but it also paves the way for a more successful, productive, and efficient team. It helps to acclimate people to the company culture, set expectations, and keep team members aligned with the vision, mission, and goals of the business.

How to Design an Onboarding Plan

Studies show an effective onboarding strategy and employee development plan have a significant impact on the success of any company’s team. Organizations with the right onboarding and induction programs achieve 50% higher new hire retention.

While there’s no one-size-fits-all strategy for onboarding, there are some steps you can use to improve your chances of the right results for your team.

1. Choose a Strategy for Onboarding

First, it’s worth considering how you’re going to deliver your onboarding experience to candidates. Traditionally, onboarding took place within the office environment, consisting of regular face-to-face meetings, training opportunities, and induction processes. Since the shift to hybrid and remote work, 58% of workers in the US according to McKinsey are working from home at least some of the time.

As a result, more retail companies are beginning to implement new virtual and hybrid onboarding efforts. While some meetings and interactions may continue to take place in-office, others may be delivered via video conferencing and online software. The key to success is figuring out which parts of your onboarding strategy require in-person interaction.

Consider asking your new hires which parts of the onboarding journey they may want to tackle in person, and which they’d prefer to do virtually, or in their own time.

2. Assign Each Staff Member an Onboarding Buddy

Because onboarding is a long-term development strategy for each employee, it requires employees to have someone they can turn to whenever they want to discuss their goals, explore training options, or ask questions.

An onboarding buddy is someone your employee can turn to whenever they need assistance getting the most out of their role. This could be a supervisor or manager, or simply someone with authority and history in the business. You could even consider using mentorship campaigns to connect new hires with senior staff members across the organization.

Encourage regular communication between your new hire and their onboarding buddy, so they can develop a more transparent, authentic relationship. Some companies even use informal coffee chats and video calls between staff members and their “mentors” to help further integrate new hires into the company culture and track their progress.

3. Prioritize Regular, Transparent Communication

For a retail company development plan to be successful, every member of the team needs to feel as though they have a voice. Scheduling regular meetings between individual employees and managers where they can discuss progress, challenges, and opportunities is key.

Team members should be able to contribute to their own development, by suggesting areas where they feel like they need to improve, and requesting training opportunities where necessary. They should also feel comfortable reaching out to business leaders when they’re struggling with their workload, experiencing burnout, or feeling disconnected from the business vision.

Regular and transparent communication will also ensure business leaders can consistently set expectations for team members, based on the values and mission of the company. Make sure each employee knows how their performance will be evaluated, and what kind of qualities they need to demonstrate in their day-to-day work.

4. Set and Regularly Update Goals

Up to 33% of employees quit within their first 6 months with a new company, and 86% of respondents in one survey said they would still switch jobs if it meant not damaging their resume. Following the effects of the Great Resignation, business leaders need to be extra sensitive to the engagement and satisfaction levels of their staff members.

This means providing every team member with a clear vision of the future they have in the business and helping them to set and achieve their career goals. During regular meetings with each employee, retail business leaders should encourage staff to discuss their strengths and weaknesses, and share insights on how they can grow moving forward.

As an employee’s position within the business continues to evolve, the individual or team responsible for their onboarding process should work with them to expand and update their goals. This will ensure staff feels as though they’re consistently moving in the right direction.

Invest in Employee Development

While using a retail recruitment company to find the ideal employee for your team is an excellent way to improve your chances of hiring success, it’s important to remember that developing and empowering your employees is a long-term process.

Creating a plan for consistent employee development through consistent and engaging onboarding will ensure you can retain your top talent for longer, and achieve the best results from every member of your team.