MHI Solutions Improving Supply Chain Performance
BY , CHIEF OPERATING OFFICER, MUJIN USIn today’s high‑growth, rapidly evolving job market, it is crucial to quickly place the right individuals in the appropriate roles. Equally important is the retention of these individuals through effective onboarding, consistent communication and appropriate leadership training. While the pace of hiring may be fast, it is essential to take the time to understand who these individuals are and what is necessary for their success.
Throughout my career, I have been fortunate to have mentors who dedicated time to my development, enabling me to advance. My primary goal is to replicate this support for others. The most significant aspect for me is to empower others to achieve their full potential. By focusing on career development, providing challenging tasks, offering clear performance feedback and outlining a clear path for growth, everyone benefits. Even if, ultimately, I have prepared someone to excel elsewhere, it is still a success, as they have given their best during their tenure with me.
Consistent Communication
As your organization expands and roles are filled, whether by internal promotions or new hires, these team members might be unsure of how to excel in their new positions. This challenge requires clear and consistent communication, especially in today’s often remote or hybrid work environments.
When I began my career, I believed I knew everything, but I quickly learned the need for experience, as well as the value of patience, explanation, collaboration and mentorship. This support encouraged me to ask questions without fear of seeming uninformed. As I see it, a question is only foolish if it is asked repeatedly without learning from the answer.
Informational videos and reading materials can be useful training tools for new hires or newly promoted leaders. However, there is no substitute for personal interaction with someone who is available and genuinely invested in your success.
The challenge is that we can all struggle to communicate effectively. There is a tendency to silo, communicating primarily within departments or divisions, neglecting the cross‑collaboration tools that could streamline processes. No one should need to navigate multiple communication platforms just to understand what is happening within the organization. Identify consistent methods for clarity.
Communicating with new team members extends beyond just job instructions; it also involves conveying the company’s values and mission and illustrating how their roles contribute to these objectives.
These days, there are additional challenges due to evolving work practices. During my early career, when I was engaged in implementing automation, the focus was intensely on task completion. The priority was the success of the project and its significance to the business, necessitating exhaustive effort until the task was completed.
Contrastingly, today’s workforce has an expectation of flexibility. The traditional nine‑to‑five schedule has given way to remote and hybrid work models, spanning across various countries with diverse work settings. This shift requires the adoption of varied communication strategies and an array of collaboration tools to ensure team cohesion and engagement.
Previously, informal communication often occurred at places like the water cooler or break room, where one could seek immediate clarification casually and leaders could observe workflow and engage proactively. However, in today’s remote, hybrid or globally dispersed teams, such spontaneous interactions are less feasible. This necessitates a more strategic approach to communication, where planning and intentionality are key. It demands a forward‑thinking mindset to accommodate time zone differences and ensure that team members feel connected and valued, which is crucial for long‑term retention.
Effective Onboarding
Good communication should start from day one, setting a consistent tone from the top down. Success lies not just in articulating a vision, but also in ensuring each team member understands their role in achieving it. This can be difficult in large corporations.