When we hear the term “onboarding,” we tend to think of a basic orientation and some training. To give new employees the tools they need in order to be successful in their job, however, onboarding needs to be a broader set of experiences, including: providing information, acquiring skills, building relationships and connections, and learning the cultural norms of the organization.
Obviously, each of these activities takes time, money, and energy. While some people might find these unnecessary, there are three main reasons to develop effective onboarding plans:
Onboarding can be for one person at a time or for 400 people over 6 weeks. In either case, there are key learnings from the four DISC personality styles that will strengthen your onboarding plan. You will have to adapt these suggestions to your specific situation in order to deliver the best new hire experience.
Chances are you used the DISC hiring assessment, so that information can help create a successful onboarding process. The DISC report is based upon four primary personality styles: Dominant, Influential, Steady, and Compliant. While we are all different, the combination of these four styles helps us understand and generally predict our behavior, manage interactions, and improve relationships. Onboarding is the beginning of your company’s relationship with the new hire. Let’s look at a summary of the general characteristics and approaches for onboarding each of the DISC styles:
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