Perfect Phrases for Onboarding Experienced Hires
Many organizations will continue to onboard those employees who have been in the workforce for a while and are experienced in their particular fields. They obviously have different needs from an onboarding perspective, but it cannot be assumed that they do not have any transitioning issues to address. Experienced hires want their knowledge to be valued and recognized. They want to be able to leverage what they know and be able to build on it, adding to their skill sets and enabling them to go to the next levels. They also expect a clear plan with well-thought out expectations and measurements. They value an organization that can transfer their knowledge and experience into a new culture. Because they have “been around the block,” experienced hires will want to have a say in their onboarding plan, but they also accept that they will be held accountable for its results.
- Welcome! You are a great addition to our team!
- Let’s get together for coffee or lunch. I would like to hear more about your background and how we will be working together.
- You have a really strong background and will fit in well here.
- Some of the ways we see you using your strengths here are ______________________________.
- You were chosen for this role because ______________________.
- The overall direction of your function is _________________, and your role supports it like this: ______________________________.
- We have brought you in to make some changes, and it’s important to build relationships first.
- Some of the key people you will get to know first are.
- Your key internal customers are ______________________________.
- Your predecessor left because ______________________________, and this is the status of the role now: ____________________.
- We have started an onboarding plan with objectives for the next 90 days. With your input, we will finalize these and create measurements for them.
- Here is the beginning of a list of your key stakeholders. We need to talk about how each of them will support your onboarding objectives, and there will be others whom you identify and add to the list as you attend your other networking meetings.
- I have started a list of key stakeholders (people with whom you will meet over the next 90 days). Let’s discuss how each will support your onboarding objectives.
- Let’s talk about your calendar and make sure you are comfortable with the pace and expectations.
- Listen, listen, and listen some more!
- I know that you are anxious to jump in and start delivering results, but we want you to really understand our culture and take the time to build strong relationships with the people with whom you will need to work on your objectives.
- It is important for you to know that ____________________ also applied for but did not get your position. Some of the reasons that he did not get the position are ___________________________________________, and we have explained this to him so he understands. It is important that you build a good relationship with him. I would suggest that you start with a conversation.
- Let’s have a conversation about how relationships are important in our organization.
- There are probably some differences that you have noticed about our organization from your previous one. What has been what you expected? What has been different from what you expected it to be? Are there gaps that are affecting your job?
- Give priority to your manager’s priorities.
- Go slow to go fast.