Manual of Me
Published in

Manual of Me

Two-way onboarding.

How a Manual of Me can help you create stronger relationships from day one with your new team members.

Photo by Jason Goodman on Unsplash

Onboarding, rightly so, has been an important area of focus for many businesses — both prior to the pandemic, and again with the changing nature of where we work, and how we work together.

Yet — the model for onboarding is still roughly the same as it has always been: give as much information to the new starter as possible, so they’re equipped to understand how we work , and get working effectively.

New person getting to know us.

This feels very one-way.

Very few organisations are taking the time to get to know the new starter.

Onboarding most often is built upon the premise that “we have ways of working which you need to be aware of, in order to fit in here”. Yet, as organisations wake up to the increased value of diverse people within their business — we also need to recognise the diversity of how people want to work, how people need to work, how we’ll enable people to thrive and do their best work, and crucially — how all of our people work best together.

This requires onboarding to be two-way — for the organisation to get to know the individual, as much as the individual to get to know the organisation.

This requires onboarding to be more than a one-direction flow of information to the new starter, but also an onboarding and solid introduction to the new starter for the business.

Who is this new person?
Why did they want to work with us?
What motivates them to come to work each morning?
What environment enables them to focus?
What times of the day are they around?
What are the hidden superpowers they have we can utilise?
How do they take their coffee?
How do they like their feedback?
How can we help them do their best work?

These are the sorts of things which we might find out about an individual slowly and organically over time (if we ask, if we listen) — but that organic ‘overhearing’ of someone’s hobbies from the weekend, or surfacing the challenges they might be facing, is increasingly hard if we’re not together in the same space. And it takes time, if we’re not actively thinking about it — not only reducing our ability to work together well, or making it hard for the individual to get off to a great start.

This is clear role for a tool like Manual of Me — providing a way to get to know your new starters within the business: a two way dialogue, where everyone who is already inside your team can find out more about the new individual, building stronger relationships from the start.

A Manual of Me can surface hidden challenges that you as a manager can be more considerate or aware of, in those early days. A Manual of Me can create connections between people who have shared experiences or interests, forging early strong relationships within teams, offering more psychological safety from the start. A Manual of Me shows that you’re interested in getting to know the human, not just the human resource — and you’re listening as much as telling.

Manual of Me is free for individuals — there’s no cost to invite your new starters to explore and communicate how they want to work best with you, only the time it takes for you to be interested in getting to know your newest investment — your new team member.

Chat with us to understand how you can implement it within your organisation for both your new starters, or established members of your teams.

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Matthew Knight

Matthew Knight

Chief Freelance Officer. Strategist. Supporting the mental health of the self-employed. Building teams which work better.