WHAT WE DO

We work with people who are starting a new job to set them up to succeed.

The figures for new hire success rates are surprising. At the end of the first year, only 20% are thriving, and another 20% of them don’t complete the first year. In some sectors, the turnover rates are even higher. This is so wasteful — of talent, opportunity, and money. 

Do you know what your turnover of new hires is in the first year? What about the second year? Does that mean the rest are doing okay? Keep in mind we don’t usually select people thinking they are only going to be okay or average. We want to say they are just what we need, or perfect.

What happens? How can we improve your results? 

In the mid 2000s, Cynthia Johnson found herself in charge of talent development for an organisation employing 17, 000 people across the globe. She was surprised to see what she calls the “rate of disappointment” one year after appointment: while some were fully contributing, and a vital few were exceeding expectations, too many failed to realise the promise they’d shown at selection. 

What makes the difference? It could be due to selection errors, but observation (and later, reading the research) indicated some people seemed to manage the transition into their new role better, and were productive and contributing much sooner than others were. What is there about this group that we can share with others?

Cynthia has created and validated a semi-structured coaching programme for executives in the first 100 days, produced self-paced work books, on-line resources, and quick reads for newly appointed managers, employees, and graduates. She has also partnered with organisations to help them set up on-boarding programmes for executives, graduates, and general employees.

After working with new hires for over a decade, and having read the research, we know when people start a new job, they need 7 Cs. 

We have solutions for newly appointed managers, and have found that even experienced managers benefit from support in the first 100 days of a new job. We also have resources for new employees and graduates.

We focus on:

"Inevitably when Executives commence a new role, the ‘honeymoon period’ is short and there are pressures to perform immediately.

My experience is that RightStart coaching results in upfront positive engagement with stakeholders, and that it establishes credibility and positive momentum for senior leaders in new roles. RightStart works brilliantly for both internal promotions and external appointments.

I highly recommend RightStart as possible key component of your on-boarding approach."

Hamish Ott, OD Practitioner, Gotham Universal Limited