Confirmation of achievements. and on what scale, but it is important that the person shows initiative, makes an effort and achieves a result. Started as a waiter and rose to a managerial position? Excellent. Worked as an office manager and proposed a clear text for an internal newsletter? Wonderful. It means he cares.
What could go wrong
No matter how carefully you choose a new employee, there is a risk of making a mistake. When hiring an employee with zero experience, it is difficult to assess his main asset – the potential for further growth. It may turn out to be huge, and then the junior will develop before our eyes, requiring less and less attention from the manager and increasing his contribution to the common cause. It may also be that what was demonstrated at the start is his maximum.
There is another problem. Newbies often lack those same soft skills. For example, discipline. Not every recent student understands that the rules of the game are different here. At university, you can skip a class, but if you don’t complete a task at work, then you will be held accountable. Others lack initiative: they don’t come for feedback and, accordingly, don’t grow as professionals.
How to help a newbie open up
Finding and hiring a great new special database employee is half the battle. You need to create the conditions in which they can reach their potential.
We assign an what area experienced employee to a new colleague. For the intern, he is both a manager and a mentor. Accordingly, he should not only set tasks and monitor their implementation, but also help to avoid some of the pitfalls along the way.
It is also important to set tasks for the employee in accordance with his level, but at the same time “for growth”. For this, you can use the awareness/competence matrix.
According to this matrix, a person
Goes through four stages b2b lead generation with social selling when developing in any area. At the beginning of the path, he knows afb directory almost nothing and what area does not realize the full depth of his incompetence. At the end, he has skills at an intuitive level: he does everything brilliantly, without realizing how exactly. At each of the four stages, the complexity of the tasks increases, and the degree of control decreases. Each stage requires a special type of feedback.