The “sink or swim” onboarding approach is arguably my most hated scenario in the business world.
It’s even worse than zero onboarding at all.
“Sink or swim” implies that new employees are expected to quickly adapt and perform well in their new role with little to no support or guidance from their employer.
This can lead to negative consequences, including high turnover rates, decreased productivity, and a decrease in morale among employees.
Studies have shown that effective onboarding can lead to a more positive work experience for new employees, higher job satisfaction, and improved retention rates.
Onboarding programs that provide new employees with a supportive environment, clear expectations, and opportunities for learning and growth are more likely to result in positive outcomes for both the employee and the employer.
Furthermore, a “sink or swim” mentality can also create a toxic workplace culture, where employees feel pressured to perform at all costs, and failures are not acknowledged or addressed in a constructive manner.
This can lead to burnout and a decrease in overall job performance.
Overall, the “sink or swim” approach to onboarding and management is not an effective or sustainable philosophy for promoting success and growth among employees.
It is important for employers to prioritize the development and well-being of their employees, and to provide support and resources to help them succeed in their new role.