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 at least several one-on-one meetings with the new hire and her manager. When performance expectations are clear from the starting line, the 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 following:
Provide a brief, general overview of the company and your department’s goals (i.e., why those goals are in place, how they support the organizational goals as a whole).
Review the new hire’s job description together and discuss the core abilities she will be evaluated on. Identify existing strengths and 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 now and into the future to ensure you are a successful team player?’.
Take the time to discuss performance expectations up front to 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.