About 20% of employees leave within their first 45 days of employment. Nearly 30% of jobseekers left their jobs within the first 90 days of employment (according to Work Institutes retention report).

Many leaders and businesses do not appreciate the significant mental health issues that are created for both the new starter, the Manager, and the existing team members when a new starter begins their onboarding process, it can be a stressful time and also a time of grieving the last role that they were in, letting go and adapting to the new career opportunity. Some people adapt more easily than others. Yes it can be exciting, but the huge uncertainty about the new role, the new manager, the new systems, and the new relationships place a huge stress load on the new starter.

If the new incumbent does not have well developed self-awareness and emotional regulation skills, then this high stress load impacts on their full brain capability, which affects their ability to learn, ramp up fast, develop effective working relationships and enjoy the new role.

At Mondo Search we care about finding good people for good we care to the core and have partnered with a professional in his field to provide a service to teach leaders how to induct well and to support new hires into the organisation.

Please call us for more information and we can line up a presentation of how we can support your organisation to provide professional induction experiences

Key Learning Outcomes

1.New starters – Understanding the mental health challenges of anxiety, anger, depression and stress 

2.The impact on the team – how to build inclusion

3.The critical role of the Manager – balancing the development of the new starter – too tight or too loose.

For more information please email carmela@mondosearch.com.au our Head of Research and Client Services.

Performance Appraisals are like Flossing your Teeth!

One very powerful tool that can help to retain and engage your staff are performance appraisals. One of the biggest human needs is to be seen, heard and understood. Performance appraisals can be a time to do that, so often appraisals are not looked forward to but can be well worth the effort with loads of hidden benefits!

When we floss our teeth we do not enjoy the process much, it requires getting into some detail, dealing with hidden spots and challenges, yet the outcome can be more than just top line removal of plaque. Performance appraisals can set a good plan and path moving forward,build connection, clear out unspoken challenges, misconceptions and grievances that may have been held by employees. 

Good performance appraisals also allow a platform for strategic talent mapping. The number one driver now in an attractive workplace is psychological safety and a good perfomance appraisal can allow a safe place for employees to share with honesty and support.

Performance reviews should be like a DATE  

Defined and documented, have set expectations of what will be discussed, past and future performance, team environment, support required, what management needs to stop, start and continue doing.  Documented for clear review every six months.

Adventurous- prepared to face the truth, open, transparent and challenge the status quo.

Timely – the key to a great performance review is to keep them timely (best every six months as 12 months is too long to have to turn around and steer direction).

Encouraging – we all know that human beings respond best to a carrot rather than a stick. Recent studies show that the old “sandwich” feedback process is not always effective, as people become sceptical of the good feedback – feeling it is tokenism. Really listen and empathise with people.What are their personal aspirations? This will build connection and  a deeper understanding for managing and getting the best out of them. Show an interest in their whole life goals and how they can achieve them. Ask them if they have mentors and support to help them see their aspirations

One way to build connection and trust is to share insights around yourself and how you tackled a challenge, showing your own vulnerabilities, show them that you have walked that path as well. Building intimacy – “ Into you see me” By deeply listening you can grow and  stretch people beyond what they think they are capable of and new possibilities.

For more information contact Simone Allan, Director at Mondo Search on 1300 737 917 or email simone@mondosearch.com.au