March 2, 2018
Thirty days may go by quickly for you, but it may seem like forever to a new employee. Work one-on-one with your new hire during the first month to make them feel welcome. Ensure they have the right software, especially the communication tools used around the office. Effective communication from the start is key for relationship-building. After 30 days, employees should complete a self-assessment. This check-in gives new hires a chance to reflect on their first experiences. A few simple questions can help new hires figure out what’s working and what else they need to succeed. Ask how the company differs from their expectations. Does your new hire need more technical training? Or, do they need to focus more on acclimating to the company culture?
At the 60-day mark, managers should meet with employees to discuss performance so far. What went well? What could have gone better? This check-in should be conducted in a relaxed environment. It should be a conversation. Take your new hire to lunch or grab coffee. Happy hour anyone? Their feedback will help adjust the process for upcoming new hires. Managers should share their feedback as well and recognize new hires accomplishments. The first two months are critical. Your new hire has had enough time to form opinions about their new job and company. Be sure to catch and resolve any issues to help retention.
After 90 days, employees are fully assimilated. Try using REAL Talks to recognize their accomplishments. R is Recognize your new employees wins so far. E is Engage in how your employee has done in his or her first few months. A is what Actions need to be taken for success. L is Learn what needs improvement and development. This time is all about independence and accountability for your new employee as they delve deeper into his or her new role. This is a simple and effective way to reinforce your company’s culture of feedback. Ninety days is an important milestone in a 30 60 90 day plan. Over 22% of turnover happens in the first 45 days of a new job. Continue check-ins even after the official onboarding is over. Try quarterly conversations. This helps keep good relationships as well as improve retention.
Feedback to Leadership
Let a third-party take a look at the reviews. For the same reasons as employee engagement surveys, this tactic keeps things neutral between the employee and employer. Employees are more open and honest without the fear of retaliation for giving critical feedback. A third-party can make recommendations by looking objectively at what both parties need.
FailSafe, ReviewCloud’s New Hire Retention program, can help! It has all the features your 30-60-90 Day Plan needs to help your onboarding process retain your new employees.