As a mentor, you have a crucial role in helping new hires understand the company's goals and how they can contribute to them. In this article, you will learn some practical tips on how to communicate the company's vision, mission, values, and objectives to your mentees, and how to align their personal and professional development with the company's strategy.
Understanding the company's goals is essential for new hires to feel engaged, motivated, and aligned with the organizational culture. It also helps them to identify their role and responsibilities, and to prioritize their tasks and projects. By explaining the company's goals to your mentees, you can help them to see the bigger picture, to connect their work to the company's purpose, and to appreciate the impact and value of their contributions.
The purpose of a thing is the first to consider before the responsibilities. New hires need a thorough explanation in what goals needed to be achieved within a time frame and ultimately their roles to play in contributing to the organizational growth and relevance. Remember perfect bottles must fit in perfect holes. Merit over loyalty, always.
I robust onboarding programs and help new employees understand the company's goals and how they can contribute to those goals. Sometimes we drop people into work situations without allowing them to get acclimated to the new organization's culture. I love where I am not at GMU, but I wish I had more upfront training because I was very overwhelmed the first few months of employment. It took me about a year and some change before I truly understood how I fit within the organization and what the goals of my unit were.
To onboard effectively, conduct thorough orientation on company history, mission, and vision. Distribute handbooks outlining values and long-term goals. Schedule personalized one-on-one meetings for goal discussions. Implement interactive training showcasing departmental contributions. Use visuals like charts for clarity. Regularly communicate progress and success stories. Include team-building activities emphasizing collaboration. Encourage attendance at meetings discussing performance. Establish a feedback mechanism for questions. Pair new hires with mentors for insights into goals. Develop online resources for self-paced learning. This approach ensures new hires swiftly align with the company's goals and values.
It is a great idea to know your candidate's skill set and be able to show them where they would have the most impact! Who doesn't want to know that you are actually aware of their skills and interests?
It's very valuable when an employee shares the company's vision; for this, an essential step is knowing and understanding the company's different objectives. Being transparent with our employees from the moment they join the company significantly accelerates their engagement with both the culture and the specific way of working processes, allowing us to reach productivity levels faster.
The first step to help new hires understand the company's goals is to communicate them clearly and consistently. You can use different channels and formats to convey the company's vision, mission, values, and objectives, such as presentations, videos, newsletters, intranet, posters, or meetings. You can also share stories and examples of how the company's goals have been achieved or challenged in the past, and how they relate to the current and future scenarios. Make sure to use simple and concise language, and to avoid jargon and acronyms that might confuse your mentees.
Telling new hires the story of the organisation's origins, it's 'why journey' and accomplishments of key leadership actors along the way is a great way to preface and frame up the company's goals. Goals are often 'whats' but the use of narrative and characters and real world events will make any goals stickier and easier for new hires to process and remember, imbued as they are with 'whys', 'whos' and 'hows'.
Make it part of their onboarding to understand what the company goals are, that way they can both understand and ensure their work is working towards those goals
In some cooperate environment, this pattern of communication has been made a norm for every new hire. Through out the orientation phase, more than 70% of the content and ideas are all about how new hires can know the company's history, challenges, how the company over came, the values and missions accompany each phases of growth are all what the key focus contents target to communicate company's goals.
First of all, our new hire screening places significance emphasis on whether that new hire will gel with the overall community vibe we strive to cultivate. Secondly, every trader goes through the same, dynamically-changing curriculum.
I always think that when you’ve secured the new hire regular contact can aid both parties. It reassures the company that the individual isn’t getting cold feet and also makes the individual feel welcomed ahead of time. A slick onboarding package or pre-start pack could contain the company vision, mission, values which explain what they’re all about which ties through to the goals. That way the individual can start to align their thinking. This leads to smoother transitions into the team and speeds up the learning curve as they’ll have already starting assimilating some key information. Combined with regular touch points in the early days to reinforce the ethos and keep communicating clearly to underpin why the goals are important.
The second step to help new hires understand the company's goals is to align their personal and professional development with the company's strategy. You can do this by helping them to set SMART goals, which are specific, measurable, achievable, relevant, and time-bound. You can also help them to create a development plan that outlines the actions, resources, and support they need to achieve their goals. You can also provide them with regular feedback, recognition, and coaching to monitor their progress and to celebrate their achievements.
Now that the goals are communicated, it is essential for the new hires evaluate their capability to deliver in a fitting area of the company's growth. This can be broadened supportively with a routine or outline that entail challenges, resources and support needed to achieve the goal.
When I was doing my transformation manager role, one of the things I taught other leaders to do was how to cascade goals. By starting with the strategies and company goals, and tailoring them for the department, the team and then the individual, it becomes crystal clear how you contribute in your role. This also helps prioritise your work and focus.
Checking progress periodically, handholding in the initial stages and some mentoring will help. Clear milestones and a well-defined path will make the journey easier and faster.
If they are able to link their JD / G&O’s to the company strategy / goals …. It would become much easier to understand, act and deliver. They will always get a sense that they are achieving not only their own objectives but also contributing to company goals.
One thing that we've started doing in our company is the "dream" interview. This 1-1 is something that I host and provide to all colleagues once they have completed their trial period. It's usually during this phase that colleagues are at their most positive, and they are thinking big. I ask them what their dreams are with our company, what they want to achieve, how they want to grow, and what they want to learn. Their answers are helping us grow and learn.
The third step to help new hires understand the company's goals is to involve them in the company's goals. You can do this by encouraging them to participate in team and cross-functional projects, initiatives, and events that are aligned with the company's goals. You can also invite them to share their ideas, opinions, and suggestions on how to improve the company's performance and results. You can also create opportunities for them to interact with other employees, managers, and leaders who can inspire them and mentor them.
There are diverse ways to involve them in the company's goal. The sole reason is to allow them have a belonging mindset and foster an ownership attitude in them achieving the goals. Encourage them to participate in company's campaign. Participate in outdoor seminars. Engage in community service Allow them to engage in voluntary schemes Ultimately, encourage them to relate freely with employees with greater experience and qualities. All these can help involve them in the company's goal.
Another benefit is that the newer trader gets a vision of one possible avenue of growth within the firm. Finally, newer hires tend to have similar challenges and the new coach can explain how he/she navigated those challenges. Empathy is a very helpful tool.
The fourth step to help new hires understand the company's goals is to challenge them to grow with the company's goals. You can do this by exposing them to new and diverse experiences, tasks, and roles that will stretch their skills and competencies. You can also encourage them to seek feedback, learn from mistakes, and embrace change. You can also support them to pursue learning and development opportunities, such as courses, webinars, podcasts, books, or mentors, that will enhance their knowledge and expertise.
Challenge is a critical pathway to improvement. When new hires are challenged to contribute immensely in growing the company's goal, KPI can be set for this to enable them have a target to hit in different metrics relatable and rewardable within the company's operation. New hires can be furtherly trained to be better if they are already used to performing above par with previous goal target. Introduce new hires to greater tasks to be achieved by different approaches and choose the overall best approaches and strategies for efficient goal setting and accomplishment.
1. Knowing the goals of the organisation are important as one is also made aware of the contribution they can make to the common goal. Personally feel it is an important part of the hiring process 2. Communicating the goals can be split into long term goals and short term goals. Communicating the achievements and current progress made and what the immediate milestones are, and the path to the longer term milestones. 3. Longer term goals often have shorter term goals to which Individuals can relate and contribute based on their skillset. This could be new customer acquisitions, expansion into new geographies etc.
The fifth step to help new hires understand the company's goals is to evaluate their alignment with the company's goals. You can do this by conducting regular reviews and assessments of their performance, achievements, and challenges. You can also ask them to reflect on their learning and growth, and to identify their strengths and areas for improvement. You can also solicit feedback from their peers, managers, and customers on how they are contributing to the company's goals. You can also recognize and reward their efforts and results, and provide them with constructive and actionable suggestions for further development.
In my experience, evaluating a new hire's alignment with the company's goal's is very challenging unless it is done regularly and feedback is openly shared and received. Usually at work, I implement regular check-ins during the 1-on-1 meetings with my mentees. These are informal, yet structured meetings where new hires can openly share their feedback and reflect on their understanding of the company's goals, and how their daily work contributes to these objectives. One thing I found helpful during these sessions is asking them to present a recent project or task that they've worked on and explain how they think it aligns with the company's broader goals. This exercise cannot be effectively done unless there's a safe space for open dialogue.
Always always is a good idea to give feedback, don’t wait until the one on one meeting if you have to say something to your teammates or your boss or your employee, just do a quick call and give feedback otherwise momentum will disappear. Also, is important to give fb with respect and at the end give advices or set commitments.
Helping new hires understand the company's goals is important as they are going to start their career in the organization and needs to be aligned with its mission. - Create a culture where new hires feel comfortable asking questions about the company's goals. This can be done during their early days in the organization. - As an experienced employee in the organization, share your story with the new hire how you were aligned with the goals, what where the ups and downs in the journey and how you were able to grow internally. - ?Arrange sessions where new hires can interact with company leaders. This provides an opportunity for leadership to articulate the company's goals and for new employees to ask questions or seek clarification.
Ultimately most company goals, commercial ones at least is simple and that is to be profitable and sustainable. They may also include a few more goals around ESG to demonstrate they are also responsible. Ultimately though, if employees, customers, stakeholders etc do not buy into the company’s vision and mission or the company’s culture is poor then productivity slows, morale drops, margins narrow and people leave. The best goals are SMART (Specific, Measurable, Achievable, Relevant, Time-Bound, Evaluate, and Reward) ones, which align with the company’s mission, vision and are clearly articulated, demonstrated and role modelled by everyone from the top down, where everyone is invested in the company’s success and everyone feels included.
One more thing can be to utilize real-world examples and case studies. Share examples of how past accomplishments have contributed to achieving company goals. Case studies bring concepts to life and make the connection more tangible for new hires??
Comprehending"Company goals" has many benefits such as increased ownership & clarity in the priorities - as a result, high probability for such an organization to develop a culture of collaborative execution & sharing knowledge-where team is empowered with company goals! Now, Many ways we can help & support the team member to be in sync with the goals are:- 1.Onboarding & induction programme 2.Lead by example while executing. 3.Systamatic Clarity on communication standards to improve cohesion & faster probability of achieving. 4.Independent well defined milestones tangible deliverables to reach the set goals 5.Dynamic improvisation system at periodic intervals Acknowledging & Accepting Change is bound with every person joining in & out!
The esteemed Dr. Drucker (and many others) have said the equivalent of "culture eats strategy for breakfast." My recommendation is to insert "goals" for "strategy." * absent at least a cursory understanding of the organization's unique purpose, compelling vision, values and strategic intent, goals are meaningless. * lip service to a meaningless goal generates working for approval at best; only as a requirement for a paycheck at worst. Getting agreement on SMART goals within a context of purpose, vision, values and strategic intent positions and challenges a new hire for optimum performance.