Welcoming a new employee? Invest in building his or her confidence.

Confidence is the Currency of Onboarding Success

My use of the word currency probably makes you think of money.  Good.  Because when you hire a new employee and they enter your onboarding process, your investment in hard dollars, time, opportunity costs and other resources adds up quickly.  However, I’m actually not talking about your financial investment in the new employee here.  I’d like you to consider investing your new employees in a new way.  Invest in building their confidence.


Confidence is the currency of productivity. 

Why?  Because confidence is the currency of productivity.  When we feel confident about something we are more likely to dive into it and perform at our highest level.  When we do not feel confident, we delay, procrastinate or hold back.  While this all makes good sense, how can we more intentionally build people’s confidence during the onboarding process?


When our inherent motivating needs are met, our confidence and productivity soar.

Behavioral science has proven that each of us has different inherent motivating needs that form the core of our personality.  For instance, some of us need freedom and control to be at our best.  Other of us need consistency, process and stability.  Still others need clarity, guidelines and certainty.  And, we behave in certain ways to meet these motivating needs.  So, the employee who craves independence and control, will likely assert herself and independently put forward goals and plans for achieving things.  The employee who needs consistency will develop routines and processes that provide stability.  The employee who needs clarity will ask questions and do thorough research before deciding or taking action.  The key insight here is that when our needs are met, we feel confident and connected to our work.  When our needs are met, we meet tasks with optimism and enthusiasm.


Why not set new employees up for fast success by tailoring their onboarding experience to meet their inherent motivating needs?

Small things can make a huge difference.  For example, the table below highlights ideas for tailoring an onboarding program to expressly meet the motivating needs of people who have the drive for dominance in their personality.  Want to know what your employees need?  Contact ADVISA for 3 free Predictive Index® behavioral assessments plus a feedback session with a member of our team.  We’ll give you lots of great tips like the ones below.


Motivating Needs:

Independence, Challenge, Freedom, Control

Onboarding Tips:
  • Share the strategic vision of the company with this employee early in their start. Ask them how they believe their role helps the company achieve its aims.
+ Why? Line of sight. These folks need to see right away how their efforts connect to the bigger picture.


  • Share role specific goals or performance targets with this employee and let them come back to you with their ideas for how to achieve them.
+Why? Goal-driven. These employees are driven to set and achieve goals.  Framing their work in terms of results as opposed to activities is important.


  • Provide a few choices for how they can master or learn required knowledge or skills in their new role. I.e. “It’s important for you to learn our ERP system in your first 30 days. We have some online modules, or you can shadow some people.  What would work best for you?”
+Why? Choice.  People with a strong need for control like to be in charge of their time and plan their own work as opposed to being told how and when to go about doing something.