The US President-elect Donald Trump and his team need to select around 4,000 political appointees and 7,000 senior executives for their administrative team in the next two months. Senate should confirm the political candidatures of 1,100 posts. It’s a process of gigantic proportions.
Earlier, the transition process was informal and done orally. New appointees would ask their forerunners about the jobs they need to do. But now, there is a systematic onboarding process for new executives.
As a Human Resource Manager, you can gain six invaluable insights on onboarding from this whole process. Let’s look at them in detail.
1. Customize According to the Business
A generic onboarding program covers the ethics to be followed, shows the career paths, and explains how to get results and be accountable. These are necessary for any onboarding. But customizing them as per your business brings relevance. If the onboarding content is generic, executives may put it aside as it won’t be of any help in their regular jobs.
Let’s consider the US presidential transition. Newly appointed federal executives have to deal with budgets and auditing. So their onboarding program definitely provides relevant guidelines to tackle those challenges.
So the insight for HR managers here is – don’t go for generic onboarding sessions. Instead, concentrate on your business processes and the work culture that drives your organization.
2. Introduce Company Procedures
Orientation happens informally in the US presidential administration transition. Existing employees and the heads of departments share the working procedures with newly appointed executives.
In organizations, orientation will introduce new executives to the functioning of the organization and explain how things work. Share details of your company culture, rules,and behaviors too.
Provide tips to simplify work procedures and also caution new executives of the issues that can come in the way of progress. Share examples pertaining to your organization wherever possible so that they can relate to the orientation concepts.
3. Focus on Essentials
New administrative executives in the US presidential transition are often overwhelmed with loads of information on policies and governing structures. They have to understand the various acts guiding their departments; become familiar with the new organizational structure and procedures. For this, they have to go through piles of material.
So here, you need to understand one thing- Don’t overwhelm new employees with loads of information. Keep things simple. Prioritizing the information and providing summarized forms will help them.
4. Connect New Executives with Colleagues and Mentors
Federal executives take advice and counsel from their forerunners during the transition. This leads to collaborative learning and makes the onboarding process practical.
Connecting new executives with colleagues and mentors in your organization is a very important step in onboarding. This helps new executives open up and ask questions and also share their views. The senior executives in your organization can act as mentors on whom you new executives can rely on.
5. Give them Job-aids
The Presidential transition center prepares online transition guides, checklists, and sample templates to facilitate a smooth transition. They touch upon the workplace environment, compliance issues, and other onboarding related topics.
New executives can be unsure of even small details of the working processes. For example: applying for leave, getting travel reimbursement, and other issues. Providing FAQ sheets, checklists, or an onboarding handbook makes their job easy. All these answer many of their queries and clarify their doubts.
6. Evaluate the Program for Betterment
Assessing the existing onboarding process periodically will help improve the program. Evaluating the program and collecting regular feedback will provide steps for improvement. Assessing the onboarding program’s impact and reviewing the results will also demonstrate the effectiveness.
When you don’t have a proper onboarding process and mechanism for power transition, you may not get the optimum results from newly appointed executives. Therefore, consider these onboarding insights to enrich your company’s quiver with sharp executive arrows.
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