At this point in time you have hired the people and they are ready to start their new career in your organization. The most effective way that I have seen in getting a team up to speed is a three-pronged approach.
1. Training related to the specific job set they will be doing. As stated in my earlier blog, this could be testing, coding or configuring (or some combination of all of them).
2. Identifying the team the will be part of our supporting.
3. Providing an expectation to their manager counterparts and the team themselves. This can be on an individual level or within a group setting.
Training should encompass onboarding to your organization, organizational culture and obviously, whatever application or developmental language/system they will be working on. In my organization I personally sit with new team members and go through the do’s and don’ts of working with customers and other people inside the company. This gives them the foundation and confidence for them to maneuver the corporate landscape. Once we are past that, we have them take online and instructor-lead training with testing feedback, so that they can have results in which to compare to.
Once the team or team member/individual has gone through some training, we will look to what team they will be part of. This may have already been predetermined, but can be refined once there is a better understanding of the individual’s capabilities and what was observed during the training and testing period. Often times what you thought were a person’s weaknesses may not be that bad at all. They may demonstrate key factors that you weren’t originally looking for and slot very well into new and more challenging roles, or they could frankly stink, in which you should cut your losses early.
The last critical piece is setting the expectations of this individual or group. You should meet with the people so that they specifically know what their job role will be on that team and what is expected of them. It’s always good to have the manager of that group either come on-site to the nearshore location or have those individuals go to the customer site to meet the team. This helps establish a face to the person and a sense of belonging on the team. Most importantly, it gives everyone an understanding of how to communicate with each other.
- On December 1, 2014