How to keep lateral hires engaged and thriving in a company

A LinkedIn report found that 41% of companies consider retaining lateral hires a key challenge. This blog explores effective strategies to keep these valuable team members engaged and thriving, ensuring their transition is smooth and their impact, substantial. Let’s delve into how you can enhance their journey in your organization.

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Understanding the importance of lateral hires

Lateral hires, or employees who join a company at a similar level they held at a previous company, are a unique and valuable addition to any team. They bring a wealth of experience, a fresh perspective, and often, a new set of skills that can invigorate your existing workforce. Unlike newcomers who start from the ground up, lateral hires are already familiar with the industry’s ins and outs. This means they can hit the ground running, bringing immediate impact to your business.

However, their journey in a new company is distinct. They face the challenge of integrating into an established culture while trying to understand the nuances of their new role. It’s important for companies to recognize this and provide support tailored to their specific needs. By doing so, you not only help them feel valued and welcomed but also ensure they can contribute effectively and quickly become an integral part of your team.

In short, lateral hires aren’t just filling a position; they’re bringing a new dimension to your company. Understanding and leveraging their unique position can lead to significant growth and innovation within your organization.

Effective onboarding strategies

When it comes to lateral hires, the onboarding process is key to their success in your company. Unlike newbies who need to learn everything from scratch, lateral hires often have experience in the field. However, they still need to understand the unique ways your company operates. The goal is to make them feel comfortable and confident in their new environment as quickly as possible.

A great way to start is by assigning a mentor or a buddy from their team. This person can help them navigate through the company’s culture, processes, and people. It’s like having a friendly guide in a new city. Also, make sure their first few weeks are structured with meetings and introductions to key team members and stakeholders. This helps them understand who they will be working with and what is expected of them.

Providing resources like manuals, organizational charts, or access to internal networks can also be incredibly helpful. And don’t forget to include them in team meetings and social events right from the start. This not only helps in building relationships but also in understanding the team dynamics.

Remember, the onboarding process for lateral hires should be a blend of professional integration and personal connection. Done right, it sets them up for a successful and rewarding journey in your company.

Creating an inclusive culture

Welcoming lateral hires into your company is about more than just giving them a desk and a to-do list. It’s about making them feel like they’re a part of the team from day one. Inclusivity is key here. You want these experienced professionals to feel valued for their unique backgrounds and perspectives.

Start by encouraging open communication. Let them know their ideas and opinions are not just welcome, but essential for the growth of the team. This can be through regular team meetings where everyone, including lateral hires, is encouraged to share and contribute.

It’s also important to recognize the potential for existing team members to feel unsettled by new hires. Address this by fostering a team environment where everyone’s roles and contributions are respected and valued. Activities like team-building exercises or informal coffee chats can help blend the new and existing team members, creating a more cohesive unit.

Additionally, ensure that lateral hires are given equal opportunities to participate in key projects and decisions. This not only helps them feel included but also allows them to demonstrate their skills and expertise, further solidifying their place in the team.

Remember, creating an inclusive culture isn’t a one-time effort; it’s an ongoing process that needs attention and nurturing. It’s the foundation for a harmonious and productive workplace where everyone, including lateral hires, can thrive.

Professional growth opportunities

For lateral hires, the opportunity to grow professionally is a major factor in their job satisfaction and commitment to your company. These are individuals who have come to your team with valuable experience, and they’re often looking for ways to further develop their skills and career.

To support their professional growth, start by understanding their career goals and aspirations. This can be done through one-on-one meetings where you discuss their long-term objectives and how they align with the company’s goals. From here, you can identify training, workshops, or conferences that would benefit them. Encouraging lateral hires to pursue these opportunities not only aids their professional development but also shows that you’re invested in their future.

Additionally, consider offering projects that challenge them and allow them to apply their experience in new ways. This could mean leading a new initiative, mentoring other team members, or contributing to cross-departmental projects. These responsibilities not only enhance their skills but also help them build a network within the company.

Remember, providing professional growth opportunities for lateral hires is a win-win. It boosts their engagement and productivity, and it helps your company benefit from their expanding skill set and experience.

Regular feedback and communication

Effective communication and regular feedback are crucial for the success of lateral hires in your company. They need to know how they’re doing, what’s working well, and where they can improve. This not only helps them adjust to their new role more quickly but also shows that you’re invested in their success.

Start by setting up regular check-ins. These can be weekly or bi-weekly meetings where you discuss their progress, address any challenges they’re facing, and offer guidance. This consistent communication helps to build trust and ensures that any issues are addressed promptly.

It’s also important to provide constructive feedback. Be specific about what they’re doing well and where there’s room for improvement. Remember, feedback should be a two-way street. Encourage lateral hires to share their thoughts about their role, the team, and the company. This can provide valuable insights into how you can better support them and improve overall team dynamics.

Lastly, recognize their achievements. Whether it’s a successful project completion or a creative solution to a problem, acknowledging their contributions reinforces their value to the team and boosts morale.

In summary, regular feedback and open communication are key to keeping lateral hires engaged and helping them thrive in your organization.

Conclusion

By fostering a welcoming environment, providing clear career pathways, and encouraging continuous learning, companies can ensure these experienced professionals feel valued and motivated. Remember, the success of lateral hires reflects directly on the company’s ability to adapt and evolve.

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