SmartBrief is partnering with Big Think to create a weekly video spotlight in SmartBrief on Leadership called “VIP Corner: Video Insights Powered by Big Think.” This week, we’re featuring Jennifer Deal, a senior research scientist at the Center for Creative Leadership.
While many organizations have official on-board policies that include employee manuals, training sessions and orientations, oft forgotten are the informal details — which can matter quite a bit.
These include “details and norms that make work more effective and make people more effective within your organization,” said Jennifer Deal, a senior research scientist at the Center for Creative Leadership.
Deal cited a story about one manager who complained that after a new hire finished his work, he watched television on his computer. The manager was horrified that the employee — who had just graduated from college — was “entitled” enough to watch TV instead of asking his teammates whether he could help. Deal suggested considering the employee’s last environment: In college, once you finish your work, you relax — you don’t ask your roommate whether he needs help.
Assuming that new hires automatically understand these types of expectations is a common mistake, and it’s ineffective, Deal said. It’s critical for managers to take the extra step and help them understand what’s expected, leaving no room for misinterpretation.
“[Your direct reports] need you to tell them what these things are so that they can be effective, too,” Deal said.
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"He wasn't being difficult or entitled" …..Get serious: he was just socially stunned or lazy. Either way, I want to hire staff that take initiative without being told to breathe in to take their next breath.
I'm sorry, but when I started out in the workforce no one ever had to tell me that watching TV on company time was inappropriate. Honestly, what you are proposing here sounds more like coddling to me. And this has absolutely nothing to do with corporate culture. It's just a business no-no.
I have to agree with the two posted comments. When people come to work, why would they believe that they are entitled to watch TV when they aren't on a formal break. Clearly there are things that require guidance from management, this is not one.
Although I agree that no one ever told me to open the door before walking through it, the next generation of employees has rarely been forced to think, work or win for themselves. It’s a difficult pool to hire, employ and understand. If I need to train “common sense” maybe it will make my new hires last longer…
I have noted the "waiting patiently until someone gives me work" syndrome. And I have also learnt that it is a good thing to check sent emails and deletes to be sure that personal communications aren't filling time and space. Young people coming into the workplace frequently have no concept of who is paying for their time.
The teaching no TV time during on-boarding comes right after teaching how to write a professional business letter!
[...] Successful workplace socialization begins with the details These include “details and norms that make work more effective and make people more effective within your organization,” said Jennifer Deal, a senior research scientist at the Center for Creative Leadership. Deal cited a story about one manager who complained that after a new hire finished his work, he watched television on his computer. [...]