Making a newly hired/promoted to perform instantly

Organizations tend to believe that you can't get value for newly hired people. The concept is simple "they need to understand first how to get things done in the organization, then they can get it done". Even though this mentality is changing in AIESEC Norway, still some local committees have this attitude too, letting their newly recruited into "learning mode" for too long.

I have 2 good reasons for not doing this, but instead put the person in deep water from the first day:

#1 - training is overrated, no one can truly learn the work without practicing the work. Even though most organizations still put more money in theoretical learning than in anything else that should generate learning.

#2 - because Halvard Business Review said so. See part of the article bellow:

Case Study #1: Working within the first five minutes on the job

Michelle Pomorksi, started her job as a contract programmer at the software design and development company Menlo Innovations after an intensive hiring process. Within five minutes of walking into the office in Ann Arbor, Michigan, Michelle was working on a project. This wasn't an "onboarding project" but a real one for clients. She was "tripled" (that's company lingo for teamed with two other people) and sent off to a client site to do interviews. Rather than observing, Michelle actively participated and was expected to contribute by asking questions.

Rich Sheridan, founder and CEO of Menlo, thinks he has created a unique process to get new people productive faster than at other software companies. Every new hire is immediately paired with a current employee to do design and development work, in what the company calls "paired programming." Pairs are switched every week so by the end of the first three weeks, a new person has three mentors to rely on for advice and help. Even better, after the initial three weeks, she is ready to mentor someone new. "The real power is in the pairing," Michelle says. "There isn't one day I've gone to work that I haven't learned and taught at least one thing."

The process is facilitated by an open work space: Menlo doesn't have offices, cubes or doors. Rich thinks his hiring and onboarding strategy gives him an advantage over competitors because he can seamlessly expand and contract his work force according to client demand. It also makes employees enjoy a task they might otherwise dread. He acknowledges that onboarding this way requires careful attention to how pairs are put together and a good deal of orchestration. But he does not see it as a loss to productivity. "I probably get four times as much work done with two people pairs than most people get with two individuals," he says.

Case Study #2: Start early and see the whole picture

Pat Lee, a top Marketing Director at Johnson & Johnson Asia, happily received a promotion to Vice President of Marketing. But, she was not fully prepared for the suddenness of the promotion and all that it entailed, including relocating to a different country. She immediately began planning the logistics of the move: deciding which town to live in, exploring job prospects for her spouse, investigating schools for her children. She expected to have all these details worked out in advance so that she could "hit the ground running" on her first day in the new job.

However, Joe, her HR business partner, urged her to begin the transition to the actual job before she made the move. He suggested she take a "transition risk assessment" to help her better understand the challenges she faced in the new role. This helped Pat to fully see the situation she was getting into and better understand herself. It uncovered several issues: she had never worked in another country before; she had never taken on a regional role; she had minimal understanding of how her company did business in other countries; and she had little knowledge of the people on her new staff, the office politics, and how things got done. She also didn't know what her new boss expected of her and what phase of operation her businesses were in — start-up, turnaround, downsizing, optimizing on-going, etc. She realized she needed to address these problems and so with Joe, developed a Transition Acceleration Plan and started working with a coach, who helped her by interviewing her boss, direct reports, and colleagues to get honest feedback about their expectations. Doug Soo Hoo, former Director of Learning and Development at J&J, explains that this intense process is "a good way to get out of 'sink or swim mode' and an investment in the company that also shows a caring for the success of the individual."

After three months on the job, Pat's boss and her peers gave her rave reviews on how quickly she had mastered the "ins and outs" of the new situation and taken actions to address them. One of her new reports said it was almost as if she had been in the division for years.

To read the full article, click here.

What I want to say with it? Simple: put your new executive board to work now and make sure that the new members joining are not expected to stay in "learning mode" for long time. Start working now!