Rachel Wells’ Post

🟧Within 90 days, I transformed a team from a mere concept into an unstoppable force, achieving 140% of KPIs and 100% compliance targets. 🟧Within 90 days I re-launched a new commercial product that was failing in its previous year, and on boarded the project team leading to achieving our revenue targets. 🟧Within 90 days, my first 90 days of being a manager one of my employees turned down a lucrative job offer from a competitor because they felt supported by me as their manager in their career growth. 🟧Seven of my employees landed promotions or progressed to other roles internally after being under my strategic management for no more than six months. My point? Chip Cutter of the The Wall Street Journal once said: "Hold on to an employee for three months (90 days) ... and that person is more likely to remain employed longer-term." I've discovered 10 effective strategies to increasing employee engagement, performance levels, and retention, that I have applied consistently throughout my experiences as a Contract Manager, which I have compiled into a 10-step framework and condensed into a 2-day LIVE training event. 🎉I'm super excited to announce that from October 2nd to October 3rd I will be hosting this LIVE training online for the FIRST TIME EVER!!!🎉 To celebrate pre-launch, anyone who registers BEFORE 15th September will receive the Early-Bird discount of 30% off! Register via the link in comments to save your spot!

You must NOT fail your induction ceremony. You must NOT fail your induction ceremony. You must NOT fail your induction ceremony. You must NOT fail your induction ceremony. You must NOT fail your induction ceremony. You must NOT fail your induction ceremony. You must NOT fail your induction ceremony. This is the worst nightmare for a mademan-track associate. And many crews pressure their made-track associates: “Skyrocket your profile. Bring in money. Achieve international recognition. WORK. WORK. WORK.” 📍 Here’s what a mademan Track feels like. 0. Be Italian. Sorry, but it’s just the way it is. 1. You must build your crew from scratch. Install infrastructure, hire people. Complex scams may take 2-3 years to build. But you must start ASAP. 2. Mentorship of goons. Without it you will NOT get the loyalty you need. 3. You should do “community service” - organizing poker nights, committees, events, outreach activities, etc. You thought it would be fun… Until you realized this is exhausting and distracting. You can’t just say “no”. You wanna be a made guy, right? 📍 My message is: Today, mademan track requirements make the lives of everyone miserable. Goons, capos, dons. They all overwork and develop anxiety. Families should lessen made man requirements. Excessive competition, ranking and ‘quantity over quality’ is not why we go into our line of work. Agree?

In my role here at London Business School I can often find myself over focusing on the hiring process itself, often at the expense of considering the challenges that follow swiftly on the heels of getting a new job – that is, actually STARTING that job on the right foot. Fortunately, my colleague Christine de Largy PhD has been focusing on this very thing with her latest Think article ‘Joining the Team’. I talk a lot about ‘agency’ in my coaching and my career development work, and it’s time to consider how that agency can amplify success in the onboarding stages of a new role. My takeaways? Here you go… 💡 It goes much deeper than an ‘onboarding pack’ – for new starters, seeking to understand the organisation's culture, information networks, and relationship dynamics early on is critical. This holistic approach to onboarding ensures clarity on job expectations, alignment with organisational norms, and the establishment of vital connections from the outset. 🚦 Be strategic about your development from day 1 - actively gather information, build relationships, and seek feedback to accelerate your integration. Only by proactively engaging with stakeholders and understanding their expectations, can you position yourself for opportunities and effectively contribute to organisational goals. 😎 Don’t get complacent and stop learning - recognise that effective onboarding is not a one-time event but an ongoing process of acclimation and growth. Stay proactive in seeking developmental opportunities, understanding the broader strategic landscape, and fostering relationships that support your professional journey and long-term success. If you are starting a new role, or have someone new joining your team, this one's for you: https://lnkd.in/e-bCj9rx Patricia Keener, Zoe MacAskill, Renata Kovacs, Carola Dillinger, Rupal Patel, Paul Drew, Ritz Steytler, Stefano Pardi, MBA, PCC, Christine de Largy PhD, Holly Sedlacek, Zoe McLoughlin

I wish I’d known that when I came out of University! This is something I often hear when chatting about how I help people appreciate differences in the workplace. In fact, if I’d known about it, it would have made such a difference when I worked in teams and managed people – less frustration, better working relationships, enhanced productivity and communication!   Do you run a graduate onboarding programme and are looking to help your new starters hit the ground running? Then get in touch for a free demo of the benefits of discovering what makes you ‘tick’ and appreciate that others may ‘tock’! #personalitytypes #graduateonboarding

Discover the secrets to turning new hires into superstars with our latest article - "New Employees: Transforming New Hires to Superstars." 🌈✨ Did you know that systematic onboarding can increase productivity by up to 50%? 📈 Dive into the transformative power of comprehensive training, shaping individuals into confident, knowledgeable, and collaborative superstars. 💫 Get our top 3 tips for creating an effective induction plan that seamlessly integrates new team members into your practice. Read the full article 👉 https://lnkd.in/gk7f-73g

Company onboarding can make or break a new employee's experience. It sets the tone for what they can expect from their employment opportunity. Do you want to leave a poor first impression of boredom or incompetence? Of course not! That's why it's important to onboard your new employees with your best foot forward. Learnie OnboardingU can help you do just that. Check out our platform to ensure a positive onboarding experience for your new hires. #employeeonboarding #newhiresuccess #HRtips

Did you know that the likelihood of retention increases 60-70% when associates go through a standardized onboarding program? Not to mention, they're more productive and effective. That's why we run the ACCELERATE program every month -- to be sure all new branch associates are equipped to maximize their contributions to your clients as quickly as possible! Looking forward to graduating the July class today.

Whenever someone starts a new role (not my placements) I always check in to see how the onboarding process went. I tend to start with something similar to - 'I understand you've recently started your role only a handful of weeks ago, however you'd be surprised how people find their new role is slightly different from their expectations' It's hard to put an exact figure on it, however I'd say 25% agree instantly and tend to express how their onboarding process hasn't been as smooth as they had hoped. This should be a very simple fix for firms and leaders.

Are you bringing on new starters, apprentices or graduates? And did you know your onboarding process really matters? You want to give a great first impression of working at your business, and for your new starters to feel comfortable right away. So, to make sure onboarding is smooth for everyone involved, download our new starters checklist to tick all your boxes! 👉 bit.ly/3Z4b9mr

We conduct an annual engagement survey with our team to see how we are tracking. It's satisfying to state that 98% of our team are happy with Caliber and engaged. The things our engineers appreciate most are our culture, the variety of work, the flexibility we offer, learning and development, and the supportive team. Something else that was highlighted is how much our engineers value Learning & Development. (No surprises there, we are a company of learners - that was proven when we did the Clifton Strengths training with Jason Biggs earlier in the year). We've run 10 training courses or webinars this year and are continually striving to refine and improve what we offer, to ensure our team's desire for learning is constantly fueled. Our team also value being together ... so we're also fine tuning remote working arrangements and getting our teams together more often, to work side by side, because nothing beats those conversations that happen when you're working in the same space.  (Thanks Amanda Fleming for the comms training last week - more about that another day!)