Most companies have a structured onboarding process, designed to integrate new hires into the organization and familiarize them with their clients, products and or services. Only 20% of companies surveyed indicated that helping new hires establish critical organizational networks is an objective of their onboarding process. 

Listen in to learn why internal networking may be the single most important factor in your onboarding process. 

Drink of the week… Bad Day at Work 

If you liked what you heard today, please leave a review and subscribe to the podcast. Also, please remember to share the podcast to help it reach a larger audience.

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Julie Brown:

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If you've ever joined a new company, you've most likely

gone through an onboarding process designed to integrate you into the

organization and familiarize you with their clients, products and services.

Did you know that according to McKinsey, 27% to 46% of executives who transition

into a new role are regarded as failures or disappointments two years later.

Welcome to episode 1 44 of this shit works.

A podcast dedicated to all things, networking, relationship

building and business development.

I'm your host, Julie Brown.

Speaker author and networking coach.

And today I am discussing why.

Internal networking is the key.

To corporate onboarding success.

Ideas for podcast episodes come to me from everywhere, but this particular one

literally stared me right in the face.

The latest issue of Harvard business review had in big, bold letters

on the cover, how to succeed quickly in a new role, a guide to

building strategic relationships.

I was like, yeah, I'm all in.

Tell me about it.

So I turned to the article co-written by Rob cross professor at Babson college,

Greg prior senior VP at Workday and David Sylvester director of executive

recruiting at Amazon web services.

The article had some startling observations and statistics like the one

I mentioned at the top of this episode.

The article, didn't just focus on onboarding of outside

talent, into a new company.

But also people who are promoted within an existing organization.

I got in her survey indicated that a full 49% of people promoted

within their own organizations.

Uh, underperforming up to 18 months after those moves.

Most people who are hired or are promoted, have been thoroughly vetted for the role.

They have the skills and the experience.

The research presented in this article showed that the one overlooked

prerequisite for transition success was the effective use of internal networks.

A quote from the article is states that the people who are most predictive.

Innovative and engaged in new roles are those who establish extremely

broad, mutually beneficial, uplifting relationships from the start.

And yet.

Of all the people studied in the research.

Only a quarter of the people said their employers encouraged

new people or promoted people to create internal networks.

The article went on to say that 88% of companies do not have

onboarding programs for people who are being promoted from within.

And only 20% of companies surveyed, indicated that helping new hires establish

critical organizational networks is an objective of their onboarding process.

Companies can and should be helping new employees and those transitioning

to other parts of the company.

Build relationships with colleagues across different departments

and levels of seniority.

This in particular is important.

Because most people do not.

Feel comfortable networking and relationship building with

people deemed at a higher level or seniority within the company.

When we encourage this, when we courage this kind of networking,

it helps new employees feel more integrated into the company culture

and gain a better understanding of the company's values and goals.

Additionally.

Internal networking can provide new employees with opportunities to learn

about different job functions, different career paths within the company.

By connecting with employees in different departments, new employees

can gain a broader perspective of the company's operations.

And identify areas of interest for their own career development.

Overall internal networking can be a valuable tool for supporting corporate

onboarding by helping new employees build relationships, learn about the

company culture and gain a better understanding of the company's operations.

This article was extensive, and I encourage you to read it in its

entirety because I'm literally just scratching the surface here, but.

Think about this, considering that the latest findings are that 69% of people

are unsatisfied with the amount of social connection they have at work.

43%.

Don't feel a sense of connection with coworkers 38% say they

don't trust their coworkers.

In 44%.

Don't have a true friend at work.

These statistics stands to reason that if we want our employees to

perform better, we should encourage him provide tools and opportunities

to network throughout the company to make friends and not just in the tired,

old ways companies have been doing it for years, like providing lame social

hours within the office or encouraging people to join in on outside activities.

But by being really strategic about creating opportunities for

people to know and learn from all of the people within the company.

Examples of this, stayed in the article worth thoughtfully establishing norms

for sharing expertise in meetings so that everybody feels like they

have the ability to talk up in meetings and share their ideas.

Pairing newcomers with veterans.

And continuing the onboarding programs well into the first year of employment

or transition, then you think about that.

Think about how short most onboarding programs are.

Create leadership training that cuts across silos.

Yeah, that would be important.

And flagging ineffective networking practices that you're using already.

Like you're using them all the time, but they're just ineffective.

Like I said, this is a truly expansive article and I'm so glad that it is

shining a light on how important internal networking and relationship building is.

To employee success.

I'm going to put in a link to the entire article in the show notes, you might

need a membership to access it, but I'm going to put a link in there anyways.

So that you can read it.

And with that.

We're onto the drink of the week, which hopefully none of you are having.

The drink of the week is called bad day at work.

And it comes to us from the New York times.

Here's what you're going to need.

One shot of your best, Jen.

Three.

Oh, geez.

The juice of three Clementine oranges.

I mean,

Really you gonna sit there and juice three fricking climates.

I mean, who even has Clemon times in their kitchen?

I say you can substitute.

Just plain orange juice for this.

Okay.

So the juice of three.

Common times.

Okay.

One teaspoon of simple syrup and a splash of seltzer.

What you're going to do is combine all ingredients over a tumbler

of crushed ice stir and enjoy.

All right.

That's it for this week, friends, if you, oh gosh, if you have not signed up for

my upcoming interactive hands-on workshop from unread to riveting, how do you

email cold leads about being a hotness?

With the one and only Terry truss BCO.

You must sign up.

The workshop is May 24th, from five to 6:30 PM.

And it's interactive.

Come with a cocktail in hand and get ready to learn how to

slay cold email reach outs.

A link to sign up is in the show notes.

Or you can go to Terry pco.com/hot mess either either way.

We'll get you to, to be linked, to sign up.

For the webinar.

I'm so excited for it.

It's not a webinar.

It's a workshop.

It's an interactive workshop with me and in Terry.

Okay.

That's it as always, if you like what you heard today, please leave a review

and subscribe to the pasta podcast.

Also, please remember to share the podcast to help it reach a larger audience.

If you want more, Julie Brown, you can find my book.

The shit works on Amazon and Barnes and noble.

You can find me on LinkedIn at Julie Brown BD.

Just let me know where you found me when you reach out.

I am Julie Brown underscore BD on that Instagram.

Or you can pop on over to my website, Julie Brown, bd.com.

Don't forget to sign up for that workshop.

It's going to be so much fun until next week.