For every new hire, outline a series of specific Key Performance Indicators (KPIs) they must achieve in their first 30, 60 and 90 days.

This method makes it easy for both of you to not only measure performance, but also have laser clarity on the results expected and the resources required to achieve them.

When you set such KPI’s, ensure that you:

  • Consider timing: you want to ensure that the set KPI’s are achievable within the 30/60/90-day timeframe
  • Consider the resources necessary to achieve the results: you want to ensure that the new employee has the necessary access and tools to carry out the work
  • Consider the skill-set of the employee: you want to ensure that you maximise existing skills, and, for developing skills, allow a longer timeframe

It cannot be overstated, however, that this method only works if you have crystal clear clarity on the results you want a new hire to achieve. On tips on how to do that, read my previous article here.

When it comes to onboarding, the worst thing you can do is play it by ear.

Why?

Because according to a BambooHR survey, 30 per cent of new employees quit within the first six months. I put this to the test using a quick local poll on LinkedIn, and, as it turns out, this sentiment also resonates locally with over 40 per cent of respondents saying they have quit a job within the first 3-6 months due to poor onboarding.

Unless you want to risk this, having a sound onboarding process is key to avoiding early turnover.

Here’s some ideas for you to consider:

  • The buddy system

Here, assign an existing and experienced team member to act as a mentor for the new employee and guide them.

Pro tip: give the mentor some training on management and communication and adjust any workload accordingly.

  • Collaborate with other departments

We almost never work in silos. Identify key departments that the new hire will touch upon and incorporate meetings between them where the new employee can ask questions, understand their work and how it ties in with theirs.

Pro tip: Ask the department head/ team: ‘What can the new employee do to make your job easier?’ 

  • Choose your own training

Give the employee the option, aside from the standard training above, to choose their own training areas.

Why does this work?

Because it gives the new employee the option to choose a training topic that may not have stuck with them the first time, without feeling fearful or uncomfortable.

To learn more about how to approach onboarding, what is needed to set realistic KPIs and how employers can ensure a smooth process, check out Fran’s webinar on the matter here

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