New hire career conversations: Erran Berger

- How do you start a career conversation with a new hire? I think you have an interesting perspective of even when you have a new hire that starts with the company. - I do, so whenever we have somebody start on my team, one of the first conversations I have with them is this open, honest conversation about the fact that at some point they're going to leave. And so my job as their new manager or as their new organizational leader is to understand what they want to accomplish. It seems like a weird thing. - On the first day that someone's joining the company you're saying. - Totally. - What is their next play, what do you want to do next? As they start. - And for a lot of people, it's a little bit of a shocker that that's the first conversation that we have. But because somehow it's become taboo to even, for a manager to have a conversation with our employee. Like as a manager, I've got to hold onto my employees and if I ever talk to them about the fact that they might leave LinkedIn, well then it'll spark this idea in their heads that maybe they should, when the reality is, people all the time are thinking about their careers and applying for jobs and everything else. Let's have an open conversation about this. And inevitably, those people stay longer because you have open conversations about, they feel like they've stopped learning. They work harder. - I think they get the job done so much better. - [Erran] Totally. - I mean they're passionate, they want to do better, they're innovative as well, which is exciting. I mean it comes down to three things. I mean, really expand your current role, do something different within the company or leave. And if we can help them in any one of those paths, I think it makes like a huge difference and they're, they're going in the right direction. So it actually feels really good. It's not this horrible separation. - Our job as leaders is not to tell people what to do, it's to create, kind of a framework within which people can operate and feel like they've got autonomy and can be innovative, figure things out on their own. - Assess the goals and growth potential right from the start. Utilize talent on your team by aligning their goals with the company goals. (upbeat drum music)