Make sure the new employee’s manager or supervisor schedules
Posted: Wed Jan 22, 2025 4:52 am
During the first week, new hires should begin to integrate with their teams. This will give you time to make sure you’ve collected all the required documents. Form I-9s, state new hire reports, direct deposit forms, etc. can take more than a day to complete, so be sure to double-check that you have everything you need by the end of the first week.
The end of week one is also an ideal time for managers to check in with employees in a one-on-one setting. Encourage managers to ask open-ended questions about the employee’s first week and overall impressions. This is also the perfect opportunity to answer lingering questions and address any concerns. Check-in with managers at the end of week one to see if they’ve met with the new hire or need any assistance. This is also the time to set employee goals for their first 90 days. They’ve had a week to get accustomed to the new position, so setting goals will give them something to work towards. As they begin to provide more input, they’re oriented towards fulfilling their goals, which should support the team’s strategy and get the new hire to their next level of performance. The first 90 days can be broken up into learning, analysis & strategy, and execution.
Month 1 — Learning
Throughout the month, check-in with the person training the new hire. Ensure they have georgia phone number resource the resources and time available to coach the new employee. This is also an ideal time to ask about the new hire’s progress and determine if any changes need to be made. Company training is often inconsistent or (even worse) inefficient. Ensure trainers use an effective and consistent form of training — such as performance-based training — to facilitate higher employee engagement. a check-in at the end of the first month. Similar to the week one check-in, this conversation is ideal for discussing current goals, opportunities, obstacles, and questions.
While they had the first week to get accustomed to their position, there is still a lot to learn about the company, the business model, the industry position and performance, etc. New hires bring a different viewpoint on where your team inefficiencies stand, where any gaps are in your strategy, and where any new ideas can be used. Make sure you provide them what they need to learn about the company.
The end of week one is also an ideal time for managers to check in with employees in a one-on-one setting. Encourage managers to ask open-ended questions about the employee’s first week and overall impressions. This is also the perfect opportunity to answer lingering questions and address any concerns. Check-in with managers at the end of week one to see if they’ve met with the new hire or need any assistance. This is also the time to set employee goals for their first 90 days. They’ve had a week to get accustomed to the new position, so setting goals will give them something to work towards. As they begin to provide more input, they’re oriented towards fulfilling their goals, which should support the team’s strategy and get the new hire to their next level of performance. The first 90 days can be broken up into learning, analysis & strategy, and execution.
Month 1 — Learning
Throughout the month, check-in with the person training the new hire. Ensure they have georgia phone number resource the resources and time available to coach the new employee. This is also an ideal time to ask about the new hire’s progress and determine if any changes need to be made. Company training is often inconsistent or (even worse) inefficient. Ensure trainers use an effective and consistent form of training — such as performance-based training — to facilitate higher employee engagement. a check-in at the end of the first month. Similar to the week one check-in, this conversation is ideal for discussing current goals, opportunities, obstacles, and questions.
While they had the first week to get accustomed to their position, there is still a lot to learn about the company, the business model, the industry position and performance, etc. New hires bring a different viewpoint on where your team inefficiencies stand, where any gaps are in your strategy, and where any new ideas can be used. Make sure you provide them what they need to learn about the company.