Organizations go all out in ensuring they hire the best candidate for the job. They conduct multiple interviews, background checks and increasingly psychological assessments. But oddly, once hired Employees are left to fend for themselves.
How do you expect your star performer to meet or exceed your high expectations when you don’t even have an onboarding plan, a 30-day, 60-day, or a 90-day plan? Don’t have a plan for the sake of having it. The plan should be precise and realistic with clearly measurable goals and milestones.
Every employee, especially a new hire should know exactly what is expected of them and what milestones they must hit and when. It’s only then you can truly assess their skills, capabilities and potential.
Most organizations have a 90 day probation period and rightfully so, but they fail to put concrete, measurable milestones and dates in place. They mostly rely on the hiring managers who rely on their instincts and sometime on how well the new employee gets along with rest of the team to give thumbs up or down after the 90 day probationary period.
Employee turnover is expensive. A replacement costs company time, money and productivity, so it is crucial that once you have found your star performer, you do everything in your power to ensure the employee is successful in his or her role.
Below are some of the concrete steps you can take to ensure the new hire’s success.
- Human Resource
- Create an Onboarding Plan – Develop a step by step plan for the new hire’s first week in the office. Everything from the HR paperwork to workspace to IT setup should be detailed out. This information should be shared with employee, ideally before their first day at work.
- Arrange a series of introductory meetings – lunch meetings if possible with key stakeholders.
- Follow thru the onboarding plan throughout the week. Ensure everything is going according to the plan and the employee is not feeling overwhelmed.
- Hiring Managers
- Develop key milestones and check-ins at 30- day, 60-day, 90-day.
- Develop 6 monthly and yearly plan if you know the project the new hire will be working on.
- Milestones should be clear, specific, measurable and achievable.
- Ensure the employee understands and is comfortable with the expectations.
- Introduce the new hire to the other team members and make him/her feel welcome.
- Ensure the team members are willing and able to offer assistance and mentorship to the newest member of the team.
- Schedule weekly check-in meetings and allow the new hire to be comfortable in voicing his/her concerns and offer critical feedback.
- Encourage the new hire to provide feedback not only on his or her assignments but overall processes in general. Often time we get so engrossed in the way we do things that it is difficult to realize that their may be a “better” way. New hires bring a unique outside perspective and they should be encouraged to share their opinion, ideas and perspective.
Employees are the most important asset, let’s ensure we provide them everything they need to continue producing outstanding results.
Also, don’t develop a plan just for the sake of having one. If what you have isn’t working, change it. Key is to having a plan / a milestone that works for your team and your new hire.