Every new employee, regardless of position, comes into an organization with their own style, norms, management expertise and leadership practices. As part of the "New Employee Orientation" (or whatever it is called by the company), it needs to be pointed out what are the company vision, mission, norms, leadership philosophy (such as Servant Leadership Principles and Practices), and ethical standards, just to name a few. Every organization is a "Learning Organization" and as such needs to maintain the following five step process, or some similarity thereof:
1. Make sure everyone understands the organizational standards.
2. In addition, training needs to be accomplished on company policies and procedures.
3. The new employees need to be observed for a period of time to insure they are following 1. and 2. above. This is called practice for the new employee and observation for other leaders.
4. In the relationship building process, there needs to be comprehensive feedback. It can be 360 Feedback, but not published company wide as it might be negative and the whole organization does not need to be privy to it.
5. When it appears that the new person(s) are functioning to organizational standards, they are making reasoned decisions for the good of the company, and they are "fitting-in" and building relationships that are productive and performance enhancing, they are released to perform as all other employees in the organization.*
* The Leadership Bible; NIV Version. I have used this process for the past 15 years and found it to be most productive, effective team-building leadership and most effective relationship building methodology.
Only positive affirmation and praise is made public; all other mentoring, counseling and reviewing is private, even by a board of directors of upper level management and leadership.