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Recently I attended the Senior Forum of ASTD-Cascadia program, Improve New Hire Productivity Using Visual Thinking. It was facilitated by Barrie Levinson, the Director of Consulting at Xplane
Visual Business Cards
To get us started thinking visually, we each got a blank card and drew a business card to explain what we do. When asked to reflect on what it was like to introduce yourself visually, and to hear others’ explanations, this is what participants reported:
easier
more enjoyable
sustainable
relaxing
evoked more questions
learned about the person
easier to understand what the job entailed
faster to understand
gets past the jargon and buzzwords
engaged interaction
immediately multidimensional
focuses on one component
works when both are on the same plane, similar expectations
requires talent and confidence
some jobs are easier to depict than others
Pains and Gains
Using a template on the wall, which you can see behind Barrie in the photo above, we explored what a new hire might be experiencing. Some of the pains included feeling confused, uncertain, incompetent, anxious, fearful and eager to please. The potential gains identified were for career, discovering a new neighborhood and restaurants, new challenges, new relationships and experience.
Looking at the whole environment
The next templates we filled in were to help us identify what someone might be thinking, hearing, seeing, saying and doing. We started with a role in our own offices on laptop size pages, which we could also add stickers to for more visual engagement.
To explore all the roles perspectives in a new hire process, small groups filled in a one of Xplane big heads. Each one represented the people who might be involved in a new hire process: hiring manager, co-worker, shadow person, department head, hr/payroll/training, and the new employee.
Mapping out how each person might intersect with the concept of new hire enabled us to see patterns across the roles. Feelings of anxiety mixed with excitement. You could see where there were similarities and differences.
Looking at the timeline
The next part of the process involved small groups looking at who is involved and what happens before someone is hired, on their first day, the first 30 days, and 31-60 days. Working with facilitators from Xplane, each group then listed best practices at each point.
Best Practices Pre-Hire
Show you care about them in everything you do
Give them all the logistical information they will need before the first day
Send welcome emails from all team members
Best Practices Day One
Make a good impression
Help them learn what they do
Introduce them to people across all levels
Help them learn who solves what issues
Make sure the logistics are ready, have a checklist
Company logo gifts, welcome notes, being them to lunch
Ask them how they like to be recognized, what they like (have something day 2)
Don’t overwhelm them with information, leave free time for absorbing
Best Practices First 30 Days
Have structure to orientation
New hire scavenger hunt with quiz questions for different people
weekly progress check with manager
lunch with different co-workers
Best Practices 31-60 Days
On boarding team continues to meet
Provide focus questions for everyone involved
Exit interviews if the person leaves
Entry interview for people who stay
Events for people hired at similar time
Overall
It’s all about relationship building from pre-hire through 60 days.
Many thanks to Barrie and Xplane for providing a glimpse into working visually. Also thanks to the participants who shared best practices from a wide range of organizations.