Czaro Strategic Communications

All new hires should be encouraged to grow their personal and professional networks. But, if you tell a direct report to “go out there and network,” be prepared for a blank stare, because networking is not a skill that’s taught in school.

Think back to the eighth grade dance. There were guys lined up on one wall and girls on another. Sure there were a few couples dancing, but most of them were probably the chaperones.

Do you remember your mother’s advice? “Just walk up and ask someone to dance.” Yeah, right Mom!

Why were you reluctant?

It was fear. You were afraid because you’d never asked someone to dance before. What do you say? What if she says “No.” What if you trip on the way over? What if you step on his toes? What if…what if…what if?

That same thought process is what fuels networking reluctance in new hires. You need to take the lead and show them how to do it and demonstrate why it’s important. Consider the following agenda when addressing networking with your new hires as part of their overall growth and development.

• In office. Introduce them to your contacts in other departments or divisions within the company. If vendors make sales calls, introduce them to your team.
• In person. If you belong to a professional association, attend a meeting and bring your new hire. They will see that they share the same goals and will be glad to exchange business cards. Encourage them to join a professional organization and offer to pay for their dues. This demonstrates that you find value in their professional development and will help with their networking.
• Online. Make sure your new hires set up LinkedIn and Facebook accounts. They should connect with your company’s profile as well. If your company doesn’t have a profile, you need to address that first – preferable a year ago. Online networking websites can help them keep track of all their contacts.
• Alumni. If your new hire attended college, they should tap into their alumni career network. That will open the doors to many new contacts. And they shouldn’t forget about high school contacts, whether they’ve kept up with them or not.
• Follow through. Make networking part of their professional development. Set milestones for them to achieve. You’ll be able to keep tabs on their progress, assuming you’re networked with your team members.
• Be honest. Tell your new hires that it takes time and patience to build a network. And it takes determination and drive to build the right network. One that can help them grow, both personally and professionally. One that will help them in their current job and help them land their next job.

Yes, their next job. You know it’s bound to happen. And if you happen to be the one in need of a new job first you’ll appreciate your team having a dominant professional network.

Have you helped your new hires learn to network? Do you wish someone showed you how?