culture matters: DTR and your new hires first 12 months

Culture Matters: DTR and Your New Hire’s First Year

Think back to your first twelve months at your company. I imagine you spent a lot of time thinking about the culture and how you fit in. Your new hires are doing that too. There’s a lot to consider before they can truly commit. How can you make a difference?

Culture and DTR

A young manager approached us after our keynote in Chicago.

Do you have a minute? I’m not sure exactly what I want to say… but this is what I’m processing about culture after hearing you and your stories.

I’ve been with my company a year… and I know what I value and what matters most, and I THINK I can make an impact on the culture. BUT I look around and I seem to be the only one who rolls the way you’re talking about– focusing on results AND relationships. Fostering true collaboration. Speaking the truth…

It would be a lot easier to move to another, more progressive, company with a better culture like_________ (she inserted a few possibilities here) where the values are more aligned. I mean I COULD work to change the culture HERE… I like these guys, okay… but CAN I CHANGE THE CULTURE AT LEAST FOR MY TEAM? AT WHAT COST?

I mean when you think about it, it’s a lot like a dating relationship. The whole time you were talking I kept thinking. Exactly WHY am I staying? What can I GIVE? What will I RECEIVE?  Is this the RIGHT company for me?

I heard all you were saying about building a Winning Well culture, and trust and real conversations… and I just thought, ‘Yikes. I really have a decision to make here. I have to DTR with my company (translation: for those of you who’ve been out of the dating scene a while DTR= define the relationship)’.

You guys get it right? You are in love. You are in love with each other and you’re in love with what you want to do in the world too.

It’s not REALLY THAT DIFFERENT? I mean, is it? ALIGNMENT MATTERS.

At about the year mark, you really need to decide… am I going to commit to this company? To be all in? Or should I start looking around a bit more, before I decide?

And then it got really real.

Because after a while once you’ve invested 10 or plus years with a company it’s just too late to change.

I mean the relationship might not be that great, but…. you’ve got all these sunk years in…  so people stay, but the commitment is sketchy. I see that all around me. People staying at my company because it’s the easy choice, but their passion is gone. I don’t want to end up like that.

Culture Matters: Questions Your New Hires Might Be Asking Themselves in Their First Year

Here are few questions your new hires might be asking themselves in their first year.

  • What matters most around here?
  • Do those things matter to me?
  • Are these my people?
  • Do people care about me?
  • Are people like me succeeding here?
  • Are my skills and contributions valued?
  • Are my leaders as committed to me as I am to them?
  • Do I matter?
  • Can I make an impact?
  • What will this place look like in 10 years?

How would your new hires answer these questions? How would you?

See Also. Make Your New Hire’s Day: 7 Ways to Improve the New Hire Experience

Photo Credit Daniel Horacio Agostini

Posted in Winning Well.

Karin Hurt

Karin Hurt, Founder of Let’s Grow Leaders, helps leaders around the world achieve breakthrough results, without losing their soul. A former Verizon Wireless executive, she has over two decades of experience in sales, customer service, and HR. She was recently named on Inc's list of 100 Great Leadership Speakers and American Management Association's 50 Leaders to Watch. She’s the author of 3 books: Winning Well: A Manager's Guide to Getting Results-Without Losing Your Soul, Overcoming an Imperfect Boss, and Glowstone Peak.

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