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Hiring new employees is expensive. The hiring costs are one item to consider, but onboarding and training also require financial and human resources. From the employee’s perspective, the first few weeks in a new job are the hardest and the most likely time for costly mistakes. It makes sense, then, to develop a plan to ensure new hire success in as short a time as possible.
In a new job, a worker is inexperienced, unfamiliar with surroundings, reluctant to raise a concern, and eager to make a good impression on colleagues and supervisors. Lou Dubois of Inc. magazine suggests a 30-60-90 day plan that can bring new employees safety up to speed.
- First 30 days. Before the employee starts work, take care of administrative details such as a work station, any necessary equipment, and security passwords. Nominate another staff member, or ask for a volunteer, to act as a guide and a mentor to the new employee. Introduce the new employee to staff, but quickly have them take on the tasks that they will need to do on a daily basis. Start the employee off with easier projects and add complexity as they become more proficient.
- 60 days. During the first month regularly check in and assess performance, but keep expectations at a reasonable level. However, it is particularly important to continue monitoring performance and checking in during the second month. By this time, the employee will have developed an opinion of their role and the organization, and it is crucial that any issues be resolved early so that the employee continues to be engaged.
- By the end of the third month, the employer and the employee should be able to gauge performance and the potential for the new employee. Develop a plan for the future in terms of staff development and the role that they may play. This is a process that should be ongoing for any employee to maintain staff morale.
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