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How do you support your new executive hire? Here are 3 points you should consider...

How do you support your new executive hire? Here are 3 points you should consider...

No matter their level, starting at a new company can throw up many conflicting emotions for most new employees.

On the one hand, they’re eager to get started and prove themselves, bringing a wealth of capability and understanding to hit the ground running. 

But on the other hand, there will be natural concerns and anxiety around their cultural fit, not to mention the weight of expectation. 

 Research shows Day 45 is the peak day for a new employee to resign. How will you retain your top talent?Here are 3 points you should always consider.

1. Schedule regular catch ups

Irrespective of location, check in with them regularly and schedule periodic catch ups.

This will help the development of your professional and personal relationships, while giving them the opportunity to offer a free account of their initial experiences.

2. Help them build and develop key relationships

Before they start, ensure they have meetings scheduled with the priority stakeholders for their role. When they start, introduce them to a potential internal mentor. 

Give feedback, insight and guidance to your hire on a frequent basis. 

By doing so, you're helping them build the skills, experience and confidence to address the gaps and maximise their effectiveness.

Ensure they’re included on all relevant internal mailing groups – professional or social! 

3. Consider Psychometric assessment

Psychometric testing has become a powerful tool and a proven method of delivering significant business value. It delves deeper into the motivations, personality and behaviours of your team.

Morgan Philips Group Pulse is a simple and easy to use online profiling, testing and assessment tool. It allows Hiring Managers like you evaluate your potential hires and develop employees into exceptional talent. 

It offers a detailed profile breakdown of each shortlisted candidate's personality, motivation and potential.
 The Pulse report will allow you to develop a more detailed on-boarding plan for your team. It will flag their development areas and learning preferences, so you can address any concerns you have as part of the induction period.  

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