Any Questions? Anthony Sork

The Age

Saturday August 16, 2008

Anthony Sork Managing director of Sork HC, Human Capital Experts

What's a reasonable learning phase for a new job?

This question appears as if it should have an easy answer, but it is a bit like the old piece of string. Areasonable learning phase for one organisation may be unreasonable to another, especially when variables such as previous experience, complexity of the role, level of support, access to formal and informal training and performance expectations by the end of the learning phase are taken into account.

Most organisations still work on a three-month probationary structure, which tends to guide the expectations of any learning phase. Best-practice induction pathways should include an incremental learning model for employees to come in line with business needs, though most employers don't use such models. Most employer expectations are linked back to induction training and probationary periods.

The first three months are crucial for allowing employees time to develop competence, perform at a sustainable and balanced level, and with a good level of attachment to the role.

We recently found in an assessment of 150 companies that an initial 120-day period of bonding occurs between an employee and organisation. This attachment is like slow-setting concrete: perceptions of the new employee are fluid and malleable at the start and slowly harden until they're set by the end of the four months. It is in everyone's interest to ensure critical learning linked with minimum performance standards is achieved in this time.

If this doesn't happen, it's likely the employer will feel development and performance standards haven't been met, while the employee will believe the employer has not lived up to expectations or their commitment. Two-way communication is vital, with no surprises at the end for either party.

© 2008 The Age

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