| My cousin Trent and I recently welcomed a new puppy into our family. Ebbie is a Tri-Color Merle Mini Bernedoodle with enough energy to keep all of us on our toes. Everything is new to her. Every sound. Every toy. Every visitor is her new best friend, and every corner of the house is an adventure waiting to happen. She’s also discovered that our potted plants are apparently part of her diet. At first, I thought she might be a vegan, but now I’m convinced she believes every plant in the house is overdue for a trim. She’s either helping with the landscaping or trying to save us from having to prune the plants. Either way, the plants are losing. Then There’s King Louis. Louis had enjoyed years of “only-child” privileges before we introduced a puppy who clearly hadn’t read the employee handbook. His quiet routine has been replaced by a puppy who thinks that climbing on him, stealing his toys, and following him everywhere is a great idea. To his credit, he’s been incredibly patient. He lets her explore and lets her learn. When she gets a little too enthusiastic, he gently reminds her where the boundaries are. Watching the two of them has become one of the best parts of my day. Then it hit me! Every new employee walks through the door a lot like Ebbie. Excited, curious, ready to learn, and trying to figure out where they fit. King Louis isn’t trying to change who Ebbie is. He’s showing her the house rules, helping her understand the boundaries, and teaching her how life works around here. Great managers do the same thing. Everyone Wants to Belong When someone starts a new job, they usually arrive excited, hopeful, and ready to make a great first impression. Then reality sets in – new systems, new coworkers, new expectations, and new routines. The questions start almost immediately. – Who’s the right person to ask for help? – Is it okay to speak up in meetings? – How does this team really communicate? – How are decisions made around here? – Where do I fit? Most of those answers aren’t found in an employee (or doggie) handbook. People aren’t just trying to learn the job; they’re trying to figure out where they belong. Some companies hand a new employee a laptop, a stack of forms, and wish them luck. Other companies take the time to introduce them to the people, values, and expectations that drive the organization’s success. The best companies assign a coworker mentor so the new employee can feel comfortable learning from a peer instead of their boss. That difference matters because it shapes the new employee’s experience from day one. A wise woman, Maya Angelou, famously said “people will forget what you said, people will forget what you did, but people will never forget how you made them feel.” The People Who Help Us Belong Last month, I shared how mentors shaped my career. Looking back, they all had one thing in common. They didn’t just teach me the job. They helped me understand the culture, explained the unwritten rules, and gave me confidence before I had much of my own. Most importantly, they made me feel like I belonged. Over the years, I’ve watched talented employees leave organizations not because they couldn’t do the work, but because no one helped them find their place. Imagine how many great employees we could keep if every new hire had someone to answer questions, explain the culture, and help them feel valued from day one! Thoughtful onboarding builds confidence long before an employee reaches full productivity. What We Want Every New Hire to Remember At Ethos, onboarding begins before a new employee learns our systems or processes. Every company has a culture. The question is whether you’re teaching it intentionally. When someone joins Ethos, there are three things I hope they remember from day one. Be Human First. Build Trust Every Day. Create a Human Connection. Those aren’t words on a wall. They’re the standard we hold ourselves to every day. These values guide how we work with clients, support one another, solve problems, and celebrate success. Employees don’t learn your culture from an employee handbook. They learn it by watching the people around them. They learn it through everyday conversations, coaching, feedback, and leaders who take the time to explain not just what to do, but why it matters. One of the most valuable investments a manager can make is assigning a coworker mentor from day one. That relationship answers the questions new employees are sometimes afraid to ask, reinforces your culture, builds confidence, and helps people become productive more quickly. Every New Employee Needs a King Louis Every new employee deserves someone in their corner. Someone who remembers what it felt like to be new, answers the questions they didn’t know they should ask, and helps them feel like they belong. Think back to your very first manager. You probably don’t remember much about your first day, but I’ll bet you remember whether they welcomed you, answered your questions, encouraged you, or left you to figure things out on your own. As a manager you have the opportunity to shape someone’s career from the very beginning. You can: – Be the person who answers the questions no one else thinks to answer. – Be the person who explains the unwritten rules. – Be the person who builds confidence instead of assuming someone will figure it out on their own. Technical skills can be taught. Trust and human connection are built over time. In other words, be someone’s King Louis. Every one of us remembers what it felt like to be the new person. We also remember the people who made us feel welcome. When we take the time to help someone feel valued, supported, and connected from day one, we’re doing much more than onboarding an employee. We’re building trust, strengthening our culture, and we’re creating a workplace where people want to stay and grow. That’s The Magic of Human Connection®. |
