Top Tips for Emotional Engagement
Karen: What have you found to be effective ways to emotionally engage with new starters?
David: To emotionally engage new starters, it’s important to recognise the emotional state they are going through. There are really two core emotions at play. On one side you’ve got nervousness and anxiety. You’re thinking:
- am I going to be successful?
- am I going to fit in with the team?
- will I be accepted?
- what work am I going to be doing?
As humans we all crave personal connection, we all crave a feeling of safety and security. A simple thing that can tap into the emotional side of that experience, as LinkedIn did, is to set the tone and the expectation so that the person knows exactly what they’re going through.
‘As humans we all crave personal connection’
Importance of a Map
Everyone’s been on an aeroplane before and you know that you end up checking the map of where you are in the flight journey and how long is left. Now imagine how things used to be on a long-haul flight, when you didn’t have that way to measure your journey. You could get pretty agitated sitting in your seat wondering, where am I? How long do I have left?
I think about that in the onboarding experience. To really help people feel secure, it’s great to give them a map and guide them through.
Another part is personal connection – making people feel welcome. It means constantly checking in, and I like the idea of a buddy system. I also like the idea of getting people from the immediate team to connect with the new starter on LinkedIn before they start. It means from day one, there’s already been a bit of a touch point.
Those are things that can help deal with things on the nervous anxiety side. But starting a new job is also really exciting and we want to bring out that excitement and have people leaving with their cups full and feeling passionate.
The way that I like to do that is to be really clear about the mission and the vision of the organisation.
Karen: That’s a really good point because when you can see where the organisation’s going you feel more connected. Using your analogy of the plane, you feel like you’ve got a seat on the plane.
David: Absolutely. The feeling of connectedness is also really important. That’s one of the big missions for us at Jolly. It’s not about sending merchandise, it’s really the feeling that we’re trying to create. We’re helping people feel welcome, connected, and part of the tribe from day one. I think it’s a great way to build excitement.