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OP here. Agreed - #2 is great. I've bought a squeaky-clean notebook for the new gig. Page 1 is already titled "onboarding questions". /fistbump.
by mud_dauber 8y ago
OP here. Agreed - #2 is great. I've bought a squeaky-clean notebook for the new gig. Page 1 is already titled "onboarding questions". /fistbump.
- laurentl 8y agoThanks! I'd also add the advice from lostphilosopher: write down the glitches, gotchas, obscure URLs, etc. and make a kick-ass onboarding cheat sheet for the next recruit (who might just be someone joining your team ;)
- privacypoller 8y agoThis is good but (and it's a big but) DO NOT ACT ON THEM IMMEDIATELY. There are likely plenty of things that seem askew or just plan wrong - and many of them are - but you have neither the understanding or earned authority to act on them. I love the idea of inventorying things you think are issues, problems or mistakes then reviewing them after 3,6,12 months (you'll know when you have the right to question the status quo) and tackling the ones that you now KNOW are wrong. A very common mistake of new members of a company or the workforce is to blow into an organization, shit on everything and destroy any chance of affecting change. Covey is right in "seek first to understand, then to be understood". Now if you're a management consultant, do exactly the opposite of the above; that's why you get paid the big bucks - to rattle some cages!
- acct1771 8y agoI'd not say the opposite, just that same process, but much faster, and more blunt.