By Jennifer Brown, Founder and CEO of PeopleTactics
To avoid performance issues, it is best to set clear expectations of what success looks like during a new hire’s first week on the job. This is best accomplished with several one-on-one meetings with the new hire and her manager. When performance expectations are clear from the beginning, the new employee has a greater likelihood of success in her role and can start adding value to the organization faster. During your new hire’s first week, set aside uninterrupted time to discuss the several important topics
Provide a brief, general overview of the company and your department’s goals, why those goals are in place, and how they support the organizational goals as a whole.
Review the new hire’s job description together and discuss the core abilities on which she will be evaluated. Identify existing strengths as well as areas for development. Ensure she understands how her goals relate to the organization’s objectives. Collaboratively establish goals for the next 30, 60, and 90 days and create a schedule for reviewing progress and performance toward those goals.
Show your new hire you are invested in her success. Ask questions such as “What do you need to be successful?” or “What resources and support can I provide to ensure your success”.
Taking the time to discuss performance expectations up front may avoid having performance-related issues arise in the future. Not only will this initial dialog get your employee started off on the right foot, but it will also help build a trusting foundation for the employee/manager relationship.
Need help setting performance expectations with your new employee? We can help! Email us or give us a call at 703-587-5615.
PeopleTactics works with small business owners to prevent and solve Human Resources problems that can drain them of their time, money and energy.