The Research of Veenman on Novice Employee Needs

International Mentoring Assoc. Since 1987, the premier source for support of mentoring.

The Research of Veenman on Novice Manager Needs

Based on Simon Veenmanís ìClassicî 1984 Meta Analysis

INDEX

The Perceived Needs of Beginning Employees
Notes About the Findings - VERY IMPORTANT
Compare these findings to those of Sandra Odell's research (Hint - very different for a super important reason)

The Perceived Needs of Beginning Managers

Perceived Problem	Frequency = # out of 83 studies
Dealing with Subordinate Employee Problems	77 out of 83
Motivating & Rapport with Subordinates	48
Dealing with Individual Differences in Subordinates	43
Evaluation of Subordinates	31
Relationships with Clients/Customers	27
Organizing Work Spaces	27
Insufficient Materials, Supplies and Equipment, Logistical Problems	27
Developmental Supervision	26
Time Demands on Managers	25
Relations with Colleagues	24
Management of People & Work Flow, Effective Task Attainment	22
Effective Use of Different Leadership Styles	20
Awareness of Organizational Policies and Procedures	19
Assigning Tasks Based on Employee Abilities	16
Knowledge Base in the Field	15
Management of Paper Work & Reports	15
Relations with Own Supervisor	15
Inadequate Technology & Technological Support	14
Effective Budget Management and Solving Budget Problems	13
Dealing with Different Employee Cultures or Backgrounds	12
Effective use of the Organizationís Work Process Guides	11
Lack of Spare Time	10
Inadequate Guidance and Support	9
Size of Department to be Managed	8

Notes - 1. These findings are derived from a huge meta analysis comparing 83 separate research studies done in
1984 by Simon Veenman. The responses in the various studies analyzed included predominately
beginning employees at the end of year one, but also included a few supervisors.

2. All the studies were done in settings where beginning managers had no formal system of support.
Therefore, it cannot be inferred that this research tells us the benefits of formal mentoring or of
induction programs. Many people do not know that about his analysis and, as a result, misuse this
research. In other words, these are NOT the priority needs except in that unsupported setting.

3. If you use this research, also keep in mind how much in the world of work has changed since 1984.
Competencies and other forms of standards, technology, so much is different. Add items for these
missing topics if you design needs or other assessments from this research.

This article was edited by Barry Sweeny.

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