I once owned a house in a small town in upstate New York. When I explained where I lived, people would say “Oh, the Lee house.” “No, it’s the Gardner house,” I would then reply.
Someone explained that it would not be the Gardner house until I sold it, and only if I actually lived there for about three years.
At a meeting this week, an employee introduced themselves as new to the company. Compared to many in the room, that was true, but in this case she has worked with us for about nine months.
It got me thinking about on-boarding and orientation processes.
My objective is to help a new employee contribute as quickly as possible. I want their “newness” to be tapped as a source of diversity, but not be an excuse for anyone to devalue their contribution. “New” can mean “still learning my way around, still learning the culture”, but to me the power of a new employee is that they bring new ideas, new viewpoints, and a willingness to share without any of the bias related to how we do things.
Of course, a new employee brings a bias, but you selected them for their talents, which includes their background.
Do you have a point in time when you no longer consider an employee to be “new”?