As Harvard professor Frances Frei and organization builder Anne Morriss remind leaders in their breakthrough strategy book Uncommon Service: How to Win by Putting Customers at the Core of Your Business, onboarding is like the imprinting that happens to birds immediately after hatching.
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Onboarding needs to be a celebration, not paperwork. It should create emotional connections between the new recruit and a maximum number of team members.
Uncommon Service - Frances Frei and Anne Morris
Introduction: If This Is a Service Economy, Why Am I Still on Hold?
“Here's what we've learned: uncommon service is not born from attitude and effort, but from design choices made in the very blueprints of a business model. It's easy to throw service into a mission statement and periodically do whatever it takes to make a customer happy. What's hard is designing a service model that allows average employees — not just the exceptional ones — to produce service excellence as an everyday routine. Outstanding service organizations create offerings, funding strategies, systems, and cultures that set their people up to excel casually.
At Commerce Bank, if you recall, within the first ninety seconds, new hires learn that they (1) are part of a crazy tribe of congenitally happy people, (2) have a responsibility to go find others like them, and (3) must answer the phone with an attitude of "Wow!" In these three simple gestures, clocking in at less than two minutes, employees internalize what matters to the company. The firms that hand out binders in the first ninety seconds of orientation — what have they communicated as being important? The bureaucracy? Companies that really get it start the imprinting process in the recruiting phase. At this point, of course, it's part communication and part alignment. You want to identify people who are likely to be good cultural fits, but you also want to start making it clear what you're all about.
Uncommon Service - Frances Frei and Anne Morris
Introduction: If This Is a Service Economy, Why Am I Still on Hold?
“Here's what we've learned: uncommon service is not born from attitude and effort, but from design choices made in the very blueprints of a business model. It's easy to throw service into a mission statement and periodically do whatever it takes to make a customer happy. What's hard is designing a service model that allows average employees — not just the exceptional ones — to produce service excellence as an everyday routine. Outstanding service organizations create offerings, funding strategies, systems, and cultures that set their people up to excel casually.
At Commerce Bank, if you recall, within the first ninety seconds, new hires learn that they (1) are part of a crazy tribe of congenitally happy people, (2) have a responsibility to go find others like them, and (3) must answer the phone with an attitude of "Wow!" In these three simple gestures, clocking in at less than two minutes, employees internalize what matters to the company. The firms that hand out binders in the first ninety seconds of orientation — what have they communicated as being important? The bureaucracy? Companies that really get it start the imprinting process in the recruiting phase. At this point, of course, it's part communication and part alignment. You want to identify people who are likely to be good cultural fits, but you also want to start making it clear what you're all about.