Transition Coaching
Common scenario: because a new organisation and/or new role is a major transition, the new employee experiences intense psychological stress. Where there is low or no fit between them and the new role/organisation there is a high probability that the individual will fail. What may be worse than the individual leaving, is that they may end up ‘quitting but staying’.
Both, a new hire and an organisation can bear very high costs of a failed transition and integration process. As a team of psychologists, behavioural change experts and qualified business coaches Perfect People can ensure that the transition and integration process of a new external hiring or internal hiring is effective, smooth and painless. For both parties.
The Hiring Statistics
of new hires want to leave their new organisationafter the first week
(CMI, 2016)
of new hires decide after the first day that they are sure they want to staywith their current company
(A. Gostick, C. Elton)
However, if the new hires take part in a transition coaching and structured integration process.
are likely to remain in a company for longer than
It has been shown to reduce turnover by
increase advancement by up to
and significantly increase job satisfaction.
(Korn Ferry, 2017)
The Hiring Reality
The organisation will have significant losses commencing with real financial costs, lost productivity and unnecessarily high churn rates. There will be organisational stress from the prolonging of unfilled positions and high churn rates impact on morale and more significantly, on the organisation’s culture.
For the new employee, there can be intense psychological stress and, what may be worse than the individual leaving, is that they may end up ‘quitting but staying’. This is where they know it is the wrong organisation for them but they don’t have the confidence, attitude and/or energy to go through the hiring process all over again.
Consistent with our selection philosophy, our aim is to ensure the closest possible fit with the organisation as soon as possible. Following our selection process, we assist employees in their new roles for the first 3 critical months after their appointment.
Benefits for the organisation
We want to make sure that from the start, a new employee:
makes an early and effective impact
works fluently within their role, within relevant teams and within the organisation
is maximally engaged in the company's business
contributes to your purpose and values in a meaningful way
Benefits for the employee
We want to make sure that from the start, a new employee:
feels socially and culturally assimilated and comfortable enough to achieve an optimal state to be a high performer
sets their professional and personal goals and makes sure they are in line with his new, current reality and career path
recognises and develops their whole potential for their new role
understands their limiting beliefs and distracting emotions so they can be effectively regulated so they do not contaminate the work environment.
