{"id":4009,"date":"2023-03-23T00:00:00","date_gmt":"2023-03-23T00:00:00","guid":{"rendered":"https:\/\/teambuildingasia.netagedev.co.za\/resources\/maximise-team-potential-with-effective-onboarding\/"},"modified":"2025-12-02T17:37:05","modified_gmt":"2025-12-02T17:37:05","slug":"maximise-team-potential-with-effective-onboarding","status":"publish","type":"post","link":"https:\/\/www.teambuildingasia.com\/resources\/maximise-team-potential-with-effective-onboarding","title":{"rendered":"Maximise Team Potential with Effective Onboarding"},"content":{"rendered":"
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As outlined by Michael T. Watkins, the first ninety days are key for new joiners, especially if they are high-potential talents. How they behave and act will affect if they succeed or fail, and first impressions are difficult to change.<\/p>\n

What sets a high-performing team apart is developed in the onboarding process first, the first ninety days, and secondly in the creation of a community to continue their growth for the coming years.<\/p>\n

So, how can you, as an organisation, set your new talents up for success? How can you ensure that their first ninety days result in success? How can you onboard a high-potential team to become a high-performing team?<\/p>\n

Here\u2019s what you should do:<\/p>\n

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    1. Create a plan<\/li>\n<\/ol>\n<\/li>\n<\/ol>\n

      When hiring a new high-potential team, you can\u2019t just expect them to know everything about the organisation from day one. Define what a high-performing team is to your organisation and create a plan because if you fail to plan, you plan to fail. Create a 90-day plan (or a 30-60-90-day plan, whatever works for you) with specific, measurable goals, priorities, expectations and key milestones that you envision for this team.<\/p>\n

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        1. Provide the right tools for the team to learn and align effortlessly<\/li>\n<\/ol>\n<\/li>\n<\/ol>\n

          A structured learning process will set the team up for success. It\u2019s important for the team to identify what they need to learn and then learn it as fast as they can. This ranges from business and people to culture and politics, to trends and competition. They need to be able to invest time in learning to avoid poor decision-making. Help them to leverage information sources and provide frameworks where needed.<\/p>\n

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            1. Support the team to develop healthy relationships<\/li>\n<\/ol>\n<\/li>\n<\/ol>\n

              It\u2019s important for new joiners to build productive relationships within the organisation. You can help them to do so by being open, showing them the ropes and introducing them to the stakeholders they will be working with.<\/p>\n

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                1. Give them the chance to establish credibility<\/li>\n<\/ol>\n<\/li>\n<\/ol>\n

                  Allow new joiners to make decisions where suitable so that they can establish credibility or learn the right ways to deal with difficult situations. Allow them to secure early, meaningful wins that align with the organisation. Based on this, by the end of the first 90 days, your organisation should know whether or not this team is going to be successful.<\/p>\n

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                    1. Assess alignments and lay the groundwork for community building<\/li>\n<\/ol>\n<\/li>\n<\/ol>\n

                      In their first 90 days, assess the alignment of the team. How are they aligned with the mission, vision and values, with the strategies, processes and coordination? Assess their capabilities and design a plan for correcting potential misalignments. This is where you also align the team members to build up their network of peers.<\/p>\n

                      Here are some other suggestions that can help to set new high-potential teams up for success:<\/p>\n