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2015 Summer Newsletter

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In This Issue:
With the right organizational fit!
 
guidelinesGuidelines For Succeeding
In Your New Job

Most people - especially those who have been unemployed for a while - devote almost all of their time and resources to getting a job, but are not nearly as
necessarily prepared to succeed once they get it.   

 

Many new hires do not have a clear understanding of the most important objectives they must achieve. They also do not realize they may have a short timeframe to fulfill these goals. If they don't impress quickly, there are plenty of other people waiting for a chance to show what they can do. 

 

ClearRock offers the following guidelines for ensuring that new hires succeed:  

 

1)  Quickly and clearly discover what the "critical few objectives" are. These are the one, two, or three most important reasons why people are hired - such as increasing sales, cutting costs, improving earnings, and increasing productivity. New hires need to demonstrate progress in helping with these areas as quickly as possible. Whether they are considered a success or failure will be judged by how well they achieve these goals. 

 

2)  Determine the deadline for achieving these goals. New hires should establish with their bosses the timetable they have in which to deliver. There is more pressure today on new hires to attain results quicker. Employers want to immediately start to see confirmation that they made the right decision. In a healthy economy, employers may give new hires about six months in which to become competent and perform well in their roles, but that window can be shortened by half, depending on the industry, position or company. 

 

3)  Formulate a plan for realizing the most important goals. Break this down into steps with targeted deadlines. Get your supervisor's approval of the plan and regularly report progress. 

 

For more tips on how to succeed in your new job, click here!

 

surveyOnboarding Survey

Please take a minute to respond to our brief survey on current onboarding practices at your organization. There will be analysis and discussion of the results at our Tuesday, November 10th HR Forum.

 
Stay tuned for more information about our HR Forum, or please reach out to us with any questions - info@clearrock.com!

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CommunityClearRock
in the Community
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Pat (left) accepts award from Future Chef''s Executive Director Toni Elka.

Pat Keegan, Ed.D., Senior Vice President at ClearRock, was recently awarded the Salt of the Earth award from Future Chefs where she has been Chair of the Advisory Council for several years. 

 

Future Chefs prepares urban teens for quality work and life after high school by providing early employment  and educational opportunities in the restaurant industry, transferable skills and training, and ongoing coaching and support for a successful entry into adulthood. More info at futurechefs.net.

  

Congratulations Pat!!  

FlourishHelp Your Employees Flourish

A major reason why employees may feel overwhelmed or disconnected at work is because they are not in jobs where they can flourish.

  

One of the most important things that human resources professionals can do is to ensure they have the right talent in the right place and at the right time. People who are feeling overworked and overwhelmed may be using strengths that don't come naturally to them.

 

A critical component of being successful is organizational fit. Organizational fit is the match between an individual's compatibility with organizational values and modes of operation. People who do not find personal satisfaction with the organization's values

and modes of operation may not be as productive as they would like and may seek employment with an organization that better fits their needs.

 

Psychiatrist Edward M. Hallowell, author of the book "Shine: Using Brain Science to Get the Best from Your People," who presented at a recent ClearRock human resources event, has developed a five-step, science-based "Cycle of Excellence" that human resource professionals can disseminate across their organizations so employees are better managed.

 

To read what are Dr. Hallowell's 

components of his "Cycle of Excellence" please click here! 

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ExpertsAsk the Experts

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Q: How can we help a newly promoted leader who was a high-performing manager, but seems to be lacking the executive presence/mindset, and has not been able to adjust?

A: It's an all too common occurrence for a star manager to be promoted into a position where he/she suddenly seems to be in over his/her head. In an ideal scenario, there is an expectation by all  parties that the job will require adjustment and attention to the transition. Clarifying expectations between the new leader and the organization, and using an onboarding process are two ways to promote the new leader's success. The onboarding process is a series of specific activities that can be customized for any person and organization. It's a designated time to learn and adjust before diving into activities that may be otherwise misdirected. This clarity and learning will add to the new leader's effectiveness, confidence, and presence. 

 

Do you have a question you would like a ClearRock Outplacement Consultant or Executive Coach to answer? 
 
Please send us your questions:

www.clearrock.com | info@clearrock.com | 617-217-2811

225 Franklin Street  *  26th Floor  *  Boston, MA  02110

        
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