Time to Give A Shit About Your New Starts!

Its UNFORGIVEABLE to bring someone into your organisation and leave them to work it all out themselves!

It's UNACCEPTABLE to not give any feedback until you see them doing something wrong or hear about them doing something wrong!

It is CRUEL to not give any guidance on what could be done better and HOW to do it.

It's APPALLING when the only feedback is 'get better or your employment will be terminated'!

It's bloody OUTRAGEOUS when your own organisation's probation policy says 'we will tailor your first 6 months to support you to reach the required standard' and you think it's good enough to invite new starts to formal meetings (with the right to be accompanied no less!) to nerve wracking review meetings and think this constitues 'support to get you to the required standard'!

It's SHAMEFUL to address behaviours with a new start when as a manger you've condoned these behaviours within your organisation.

As a manager YOU are responsible for -

Tailoring the settling in period (hate the term probation in this context!) to the individual's needs. They are not you nor wee Jimmy who has been with the company for 10 years!

Arranging and committing to having regular (weekly or biweekly......daily if necessary) check in meetings to ensure your new start is settling in well, what support they need technically and personally, to HEAR what they have to say and to give positive encouragement to help them reached that 'required standard'

Doing your very best to retain the person you appointed!

To treat a new start any less than this is CRIMINAL and makes no SENSE to not want to INVEST the time.

PLEASE BE BOTHERED ENOUGH TO HAVE A POSITIVE IMPACT ON YOUR NEW STARTS!