Turning an Awesome Hire into an Amazing Employee


Onboarding new employees

While most employers think that new hires -- high-performers, especially -- should be able to easily and quickly integrate and assimilate into an organization's culture, it is just not the reality. 

Simply hiring the "right" people isn't the key to building a strong and aligned organization. The onus is on the company to onboard and continue to engage these amazing people once they've been hired.

Companies need a strategic approach to employee and organizational growth and development that accounts for the cost of hiring and retaining a company’s most valuable resources...its talent.

This end-to-end talent management process begins with creating a consistent message about your company’s culture for sourcing, recruiting and selecting new talent (pre-boarding), progresses through the hiring process (onboarding), and continues throughout the employees’ service to the organization (post-boarding).



  • Cultural Awareness for Talent Management:  This helps a company to assess its culture and message as it goes through transformations such as acquisitions, mergers, organizational restructuring or growth to ensure it appropriately matches talent with culture.
  • Sourcing and Selection for Culture and Talent Fit:  Once an organization is able to identify its key culture messages, it is ready to identify the talent it wants to attract, where to find them, and how to assess their culture fit
  • Create a Talent Fit:  In order to create a talent fit you need to do the following – identify the Key Result Areas for the role, create a targeted behavioral profile, and then assess for the fits and gaps. Getting the right person for the right role is key, but it’s only the beginning to an important process. Using a combination of the Job PRO to create the target and then PI to assess the candidate is incredibly helpful.



  • Onboarding for Long-Term Talent Engagement and Retention:  A long-term talent development process, onboarding helps new, recently acquired, transferred or promoted talent become fully engaged and culturally aware members of your organization’s workforce.
  • Adapting the Onboarding Process: Not every employee will operate the same way. By ultimately understanding their personal work style, needs for information gathering and preferred method of communication the actual process of managing and working together will be much more effective in how you share information, the pace, the expectations, the way your employee wants to be praised for good work, etc.



  •  Talent Development for Re-Connection and Re-Engagement:  Once the talent is on board organizations need to engage and develop talent through custom learning programs and talent initiatives, vendor outsourcing, mentoring, coaching and other intervention strategies.

Employees cannot be left to "figure it out" once they are hired. As Susan Reilly Salgado noted in her Inc.com article, "So You've Hired Someone Great--Now What?":

"Without a positive culture that is purpose-driven and inspired by thoughtful leadership, great employees can easily lose their way and fail to live up to our expectations of them. It is a leader's job to ensure the success of the team--and therefore to pave the way for their success. Without effective leadership, even the best hires will struggle or fail."


Creating the right environment and meeting employees motivating needs is critical for engagement, productivity and long-term retention. The goals of the job don’t need to change, but the way that you communicate, incent, support, and motivate must. The manager’s job is to adapt their style to the needs of the employee. By using tools like the Predictive Index, we can get objective clues to what an individuals motivating needs are and how they differ from others on the team or the manager.

So often the companies I work with have failed to recognize this major point: Creating an environment where employees will thrive is just as important as finding the perfect hire. By giving them the tools to properly onboard and support new hires the moment they start, I can help ensure that these hires will perform as expected, and moreover, that they'll be engaged and want to stay a while.