The newest person on your team can be your brightest gauge for success. Through the eyes of the new hire you can quickly determine what's working, what's not working, and identify opportunities to move performance to the next level.

Set people up to win—from day one.
Let's imagine for a moment that I'm the new hire in your department. I know, it's a frightening thought. Here's my question: Am I given the tools, perspectives, information and support to win on your team from day one?

Before you quickly give me the blanket answer, "Yes," let's examine my first couple months on the job and determine where you're winning and where you might be missing critical opportunities for team success.

The goal of every owner, manager, director is to move new hires through "the process" so they can be contributing members of society as quickly as possible. In some organizations "the process" means the vapor test: can the potential new hire get vapor on a mirror? If yes, the training process resembles this: "There's a desk and if you're here in two weeks come get a paycheck." Other organizations include a complete orientation process with skill specific as well as service and Trapeze Buddy training. Coaching and mentoring are usually a piece of this new hire success plan. And, believe me, I've seen many variations between the two extremes.

Through the Eyes of the New Hire—Where to Look
Contact equals impression. Store this key concept in your gray matter. Contact equals impression (C=I, for short). Your customers use this process everyday. Customers come in contact at various points with your organization and an impression is formed. Your customers walk away from critical contact points with one of three impressions: "WOW!, Ho-Hum or OW!"

The same holds true for the new hire—they encounter various contacts with your organization and an impression is formed—"WOW!, Ho-Hum or OW!" Furthermore, these contact points become critical milestones on the path in setting people up to win. Again, new hires will be walking away saying: "WOW!, Ho-Hum or OW!"

Looking through the eyes of the new hire, let's first examine where C=I comes into play on their road to success. (Our next two articles will cover what to look for and several "Best Practice" success examples.)

I'm the potential new hire...where do I come in contact with your organization? (I'll begin the process and you add to the list from your perspective.)

1.The ad for the position. Here's an initial Contact Point. Some companies describe the tasks of the job, others take it a step further and describe the type of person they want performing the tasks on the job.
2. The application process.
3. The Interview process.
4. Responses from the company during the application and interview process.
5. New Hire paperwork.
6. Orientation.
7. Meet the boss.
8. Meet the team.
9. Skill training. The specific skills I'll need to win in the tasks I'm to perform.
10. Soft Skill training—Vision & Values; Clear Expectations; What it takes to be a successful Trapeze Buddy at your company; Communication skills for success; recovery strategies.
11. Coaching for short-term success.
12. On-going training for long-term success.

So far we've reached at least twelve critical contact points and I don't think I've even started working yet. Your list might have even more critical contact points in my adventure as the new hire with your organization.

As you review your list from behind the eyeballs of your new hire, answer these questions:
1. What's our desired impression at this contact point?
2. How are we doing in meeting that objective?
3. What can we do to produce improved results on a more consistent basis?

Looking through the eyes of the new hire will reveal many opportunities for improvement. The insights will apply to the newest person on the team as well as your most seasoned veteran.

Keep making a difference and get everyone on the winning path—FAST!