PremiumPlacement for Executive and C-Level
During onboarding, the executive has already made an initial statement to the workforce and their representatives. Following the motto "learn first, teach later," the get-to-know-you conversations have worked individually with the direct reports. In the first group jour fixe, however, a common "front" can emerge, which is met with individual jour fixes. In the process, "the dismissive attitude" usually crumbles in the first month. Direct reports that had hoped for the position must be watched with a high degree of attention. Their informal lines have harmed many executives in the past. After observation and exchange with the NewPlacement coach, the decision should be made in the direction of praising away or promoting to the deputy position. Permanent "disputes" weaken the performance of the executive.
One should approach employee deputies already in the first round of getting to know each other. One meets the immediate demands best with the reference to "the priority inhalation of the enterprise and their entire intelligence" in the next weeks. Nevertheless, you should encourage regular exchanges, but basically involve the HR manager in the process. The previous history with regard to work disputes and resignations also absolutely belongs in the integration phase in order to be able to better assess future consequences.
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