When starting a new job or internal role, companies generally do a decent job of Orientation, but they often do a poor job of truly Assimilating new employees into their organizations. Traditional Orientation or On-boarding usually introduces the new employee to the operational, tactical and efficiency aspects of their position and company so one can be functionally capable to do their job. Orientation helps give a person the tools and information one needs to get the basics of a job accomplished. Assimilation however, goes a step further than traditional On-boarding; it also addresses the environmental acclimation and integration with the mission, vision, culture, customs, attitudes and people of the company to help one quickly thrive in their new job.
The most often overlooked portion of any Orientation/On-boarding program is understanding and aligning with the behaviors, personalities, communication styles, stress behaviors, pet-peeves, preferences and attitudes of your boss, peers, subordinates and team members. Conflict resolution best practices is also often overlooked. Since more job turnover can be ultimately attributed to relationships going bad than for poor performance, more emphasis on relationship development in the first 45 days of employment is critical to laying the foundation for an effective employment experience. The more you understand the personality and style behaviors of others you work closely with; and the more they understand you, the better the employment experience becomes. Disagreements and frustrations are bound to occur in any work environment; but when they do, people that understand each other and their motives will weather storms more effectively and positive outcomes will more likely result. If we do not understand each other, we lose trust in the motives, intent and abilities of our colleagues, and they lose trust in us. When that occurs, bad things are bound to happen. Have you ever been fired, chose to leave a job, been turned down for a promotion, avoided accepting a role, or had a bad work experience because the relationship with a boss or peer(s) was not good? Most people have and likely you have also. The good news is there is a better way to relationally Assimilate with a person, team and company to affect a more positive outcome.
If you are a new employee, how should a company help you relationally Assimilate with key colleagues that effect your ultimate success? First, the process is best driven by an experienced professional that is skilled at administering behavior and personality assessments and delivering the follow-on feedback and coaching. Second, utilization of a good accredited and validated assessment tool such as The DiSC Profile or The Birkman Method should be utilized to help identify behavior and communication styles that can be contrasted by the experienced human resource practitioner or coach. Third, the assessment and feedback process should include the new employee and his or her key colleagues that the employee will interact with. If an assessment instrument is not available, then an experienced third party leader or coach can facilitate a productive inquiry and dialog to identify key behavioral characteristics of the people involved in the Assimilation process. The sessions should identify similar and different behaviors, styles, preferences and conflict resolution agreements as mentioned above. Functional and relational goals and expectations should be identified and periodic formal relationship review sessions scheduled; at least for the first six months. Discussions about the corporate culture and systemic behavior norms should be included as part of the agenda. When appropriate, schedule follow-up one-on-one opportunities to maintain and enhance relationships over time. The net result of these actions will greatly reduce unresolved or contentious conflict and gain better alignment between all parties. This same process is also applicable for entire work teams that are important to the success of the department or organization.
What if an employer does not have a formal Assimilation process that helps a new employee align relationally with colleagues; which is most often the case. If that is the situation, then “Take Control of Your Own Assimilation.” It is an easy process conceptualize; however, it may feel a bit uneasy to carry out; especially when you are new to a company, but do it anyway. Within the first 30 to 45 days of your employment, arrange to go to lunch or have coffee independently with individuals that you will interact with that will be key to your success. In an informal conversational way, begin to ask them about how to best work with them, what their needs are and how you can support them so they can be successful in their job. Ask them how they prefer to be communicated with, and what their preferences, work styles, pet-peeves and stress behaviors are. In return share your preferences and style, and that you desire an effective, friendly and productive relationship. Then work out communication norms to deal with conflict should it occur. This may feel a bit awkward at first, but I guarantee you, if you do this you will be very glad you did when stress enters into the relationship and disagreement or conflict occurs. Then over the next six months schedule additional informal opportunities to assess the development and effectiveness of your relationship and how continue to foster it. Relational Assimilation is the first step to conflict resolution and a positive working relationship over time.
So what do you want to ask during an interview to address the Assimilation issue? First, when interviewing, simply ask the interviewer what the new-employee Assimilation and Integration process looks like and see how they answer the question. In their description do they include a true Assimilation process or do they describe a traditional Orientation or On-boarding process? Use the words Assimilation and Integration first before you use On-boarding or Orientation. See if they even know what you are talking about. If they ask you what it is, simply describe it as a formal process to build effective working relationships as part of the On-boarding process. The answer you get will help you help identify the type of culture you are joining and how sophisticated they are in appreciating how relationships and culture engineering plays a key role in meeting business objectives.
The ultimate goal is to effectively and quickly acclimate with your employer and be in harmony with your colleagues and work environment for your benefit and that of the company. Take these steps I outlined and it will pay huge dividends the long run.
Article by Rex Rolf
Executive Coach
Cornerstone Performance Group, LLC
Rex Rolf is an veteran Career, Leadership and Performance Enhancement Executive Coach working under the corporate banner of Cornerstone Performance Group, LLC. www.Go4CPG.com
