You Just Hired Someone and They’re Not Productive Yet. Here’s Why

We all expect our new employees to hit the ground running. To gauge their progress, we now measure “time to productivity”–a metric that has become one of the primary performance indicators of successful onboarding programs.

The definition of “a productive” employee is unique from company to company, but the way that our employees get there is universal. As Shirley Fine Lee, otherwise known as “The Meeting Wizard,” writes:

“We retain ten percent of what we read. We retain 20 percent of what we hear. We retain 30 percent of what we see. We retain 50 percent of what we hear and see. We retain 70 percent of what we say. We retain 90 percent of what we do.”

If “doing” is the key to accelerated understanding and retention, then onboarding programs need to focus on a few preliminary issues that prevent employees from actively participating.

Below are seven common anxieties that hinder our new employees. If not addressed, these concerns can heighten levels of frustration, create hesitancy, and stymie productivity.

1. Decoding the unspoken norms that govern employee behavior

Employee handbooks are one thing, but we all know that there are other sociocultural norms that influence employee behavior. For many new hires, the process of learning these secret cues takes time.

Unfortunately, there is a direct correlation between this learning curve and productivity. For every additional week that employees have to explore, it costs the organization another week of productivity.

By sharing company values, enlightening new employees on what’s encouraged/discouraged, and articulating core beliefs, you can speed up assimilation.

2. Picking up the lingo and communication preferences

It is hard to voice concerns, suggest changes, and ask questions when communication preferences are unclear.

For example: Is this a memo environment or is an instant message appropriate? Can I swing by your office or should I schedule time?

It’s also terrifying to actively participate in conversations when you don’t understand the jargon and acronyms.

By defining the unknowns and clarifying how employees interact with one another, you can significantly improve new employee’s communication effectiveness.

3. A decision tree or straight to the top?

Nothing is more frustrating than having an idea that you don’t know what to do with–especially if an entrepreneurial environment is a part of the expectations set during the recruiting process.

When our new hires have ideas, they should know the answers to these three questions before proposing them:

1. Is it appropriate to challenge the status-quo?
2. Can I make the decision on my own?
3. If not, what’s the process and who do I need to speak to?

Employees are faced with choices each day. Providing parameters around decision-making procedures will help your organization be agile and your employees more resolute.

4. Who’s who?

We all have a natural tendency to look to others for reliable sources of information and examples of appropriate conduct. By proactively identifying some of these individuals for our new employees and facilitating introductions, we can help them “fit in.”

They should also have buddies whom they can approach with “stupid” questions and who can clue them in on who the major influencers are.

Your success and productivity will never reach its full potential unless you learn how to maximize your networks.

5. Conflict resolution

Let’s face it: Disagreements are going to happen.

If not addressed quickly and efficiently, disputes can hinder productivity and cause unnecessary frustration. We need to help our employees navigate conflicts by clarifying office diplomacy and educating them on the culture: Is it autocratic or egalitarian?

By explaining expectations for conflict resolution, we can get our employees back to thinking about what’s important.

You should establish, up front, that you have your employee’s back. You should encourage honest and forthright communications–especially when an employee makes a mistake.

6. What does A+ work really look like?

Providing your employees with ample opportunities to observe desired work quality, receive real-time feedback on performance, and hone their skill sets will build self-esteem. It’s a vital part of enhancing productivity.

Without these opportunities, employees will remain self-conscious and hesitant. You can forget about active participation.

7. History lessons that all employees are expected to take

Every organization has remnants of their founders and influential leaders, legacy traits and skills that have been passed down throughout the years. It is vital that our new employees learn these competitive advantages and inherit the qualities necessary to connect with the business.

Your new employees must feel nurtured before they will grow into their own.

By alleviating some of these anxieties, you can enhance your employee’s self-sufficiency and encourage them to be more venturesome–two traits necessary to spurring “doing” and decreasing time to productivity.