Welcome to a new future !

This is that time of the year when we welcome campus recruits into full time roles. The cohorts have changed over time – it’s no longer just freshers but also many who choose to go back to school. Either way, the time was hopefully spent in finding a new direction or purpose; though it isn’t always granted.

In our constantly evolving world, companies continue to pamper the newbies as they start their assignments. So there will be welcomes, inductions, meetings with senior leaders, community events, market work, gatherings and hangouts...the list goes on. Over time, the focus on the new joiners has continued to remain on building talent pipelines in organizations. Success is mixed depending on how you look at this talent pool. Some companies continue to use common processes such as promotion cycles to move these cohorts together before differentiation takes place. This is a safe method though not optimum. In my opinion, the greatest success has always come when these employees were self-directed with the purpose that connected them with the company long term; otherwise it can be a “leaky bucket” of talent with a diminishing return on the investment.

The initial days will be quite confusing and here are some suggestions : 

Help me settle – This is the first question on the first day. May be slightly better for those who got PPOs/PPIs as they would have experienced the place first hand. It doesn’t matter. Get started on your own beyond the company’s efforts. Experience the place, the office layout, training rooms, cafeteria, wash rooms – begin to feel the place, it’s energy as your own.

Be curious – Ask questions and seek help. You will get it. Rarely will you be refused, so ask as much as you can. The best knowledge management lies in connecting with colleagues and making friends. Make as many friends as you can; ask them to describe what motivates them at work.

Connecting with senior leadership – While in the excitement, one may be tempted to start sending LinkedIn and Facebook messages and invites, it’s best to connect personally first. Random invites may not always elicit a response. It’s best to ask for time with senior leaders and seek their advice. Listen to them but most importantly watch their body language, language and nuances expressed. They can be excellent mentors and coaches in the long run. Are they direct or indirect in communicating ? Are they action oriented or enjoy delegating ? Do they convey confidence ? It will help one decide how to reach out to them the next time.

Keep learning – Focus on every opportunity to learn. This is about your career in the long term. In the ever evolving organization, it’s mandatory to take the initiative and enroll for learning opportunities – class room, online, exposure to senior leadership, projects, mentoring etc. The initiative is up to you. Seek opportunities to stretch beyond the given role, that will differentiate the leader in you. Find opportunities to "reverse mentor" senior leaders too. Great time to experiment.

What is the company looking for in me ? – Great question. Again, ask your line manager(s) and Human Resources. Typically, companies are looking for those who drive outcomes quickly. They should learn how to deal with an ambiguous and complex business environment, have an action orientation and demonstrate ownership of results. The sooner the better. Hence the onus is on learning how work gets done in a network outside of the hierarchy. Personal integrity scores above all else.

Harness the power of inclusion – While it is important to know the company’s policies, it is even more important to personally respect the value of the diverse population. Organizations are made of people of every hue and the ability to learn and bring them together for a common goal is very important capability. Great time to accept one’s unconscious bias and drop baggage.

Zero tolerance for “jerks” – Learn about the companies policies on Prevention of harassment/sexual harassment at work, non-retaliatory policies, cybercrime policies and grievance handling mechanisms. No organization is perfect and trouble makers do exist. Never fall victim. The power to prevent these from happening and taking appropriate action lies with each of us. It’s a choice to remain safe and help others remain safe. No company wants to deal with situations such as #MeToo and will do all it can to prevent such incidents. So have no fears.

Now it’s time to soar…  

#Freshers #Mycompany #Earlytalent