How to coach new hires?

Having a smooth onboarding path is a given for any organization seeking to offer high-quality employee experiences. Assigning a buddy or a mentor to the new recruit helps with integration and offering timely feedback. The value of human touch is ever more important in the hybrid realities of many workplaces. To offer the best experience for the new hires, some coaching principles may come in handy.

First, we need to see it as a two-way street where both parties learn. With intelligent open-ended questions, the buddy can also benefit from the insights the new recruit brings to the organization. They may also question the status quo which requires extra curiosity and willingness to explain, and at the same time, look at your own culture from a distance. This offers a great opportunity to learn and have an external mirror to reflect upon. Why do we choose to do things this way? How do we execute our values and our strategy in everyday actions?

Coaching during the onboarding phase need not be “prescriptive”. At best, it is based on needs and thereby tailored to each new hire. It also helps map out how they need to develop still and paves the way for future learning. This is an excellent place to introduce company learning culture. Is the new hire expected to share their wisdom? Are they contributing from day one? Will they receive further coaching when they have finished their onboarding phase?

The benefits of a coaching approach are tremendous if applied systematically accross the organization. Powerful listening, open-ended questions, empathy and learning together are excellent ways to onboard, not only internally but externally as well.