The First 100 Days: How to Make (or Break) a New Hire
The first 100 days of a new hire’s tenure can be a make-or-break period. It’s a time when the employee is acclimating to the new environment, learning the ropes, and forming their first impressions about the company and its culture.
Recruitment, preboarding and onboarding processes are the golden opportunity for businesses to make a good impression on candidates and new starters. So why do some still get it drastically wrong? People Manager looks at the entire timeline in detail in this in-depth report
The first 100 days of a new hire’s tenure can be a make-or-break period. It’s a time when the employee is acclimating to the new environment, learning the ropes, and forming their first impressions about the company and its culture. As HR experts, we have a crucial role to play in this process. Here’s how we can make the most of this period and set our new hires up for success.
1. Onboarding is Key
The onboarding process is the first step in ensuring a successful first 100 days. It’s not just about paperwork and formalities; it’s about welcoming the new hire into the organization and setting them up with the tools and information they need to succeed. A well-structured onboarding process can help the new hire feel valued and prepared, reducing the likelihood of early turnover.
2. Set Clear Expectations
From the outset, it’s important to set clear expectations for the new hire. This includes not only their job responsibilities, but also the company’s expectations regarding culture and behavior. By setting these expectations early, we can help the new hire understand what is required of them and how they can contribute to the organization’s success.
3. Provide Support and Resources
New hires are likely to have a lot of questions and may need additional support as they navigate their new role. As HR professionals, we should be proactive in providing this support, whether it’s through regular check-ins, providing resources, or facilitating introductions to key team members.
4. Foster a Positive Culture
The company’s culture can have a significant impact on a new hire’s experience. A positive, inclusive culture can make the new hire feel welcome and valued, which can in turn increase their engagement and productivity. As HR professionals, we play a key role in fostering this culture.
5. Encourage Feedback
Feedback is a two-way street. While providing feedback to the new hire is important, it’s equally important to encourage them to share their own feedback. This can provide valuable insights into their experience and help identify any potential issues early on.
6. Monitor Progress
Regularly monitoring the new hire’s progress can help identify any areas where they may need additional support or resources. This can be done through regular check-ins or performance reviews. By keeping a close eye on their progress, we can ensure that they are on track and address any issues promptly.
7. Celebrate Successes
Finally, celebrating the new hire’s successes, no matter how small, can boost their confidence and motivation. This can be as simple as acknowledging their hard work in a team meeting or providing positive feedback on a job well done.
In conclusion, the first 100 days are a critical period for a new hire. As HR professionals, we have a crucial role to play in making this a positive and successful experience. By focusing on onboarding, setting clear expectations, providing support, fostering a positive culture, encouraging feedback, monitoring progress, and celebrating successes, we can help our new hires thrive and contribute to the organization’s success.
Stay tuned, to PropleManager.co.in for further updates on the evolving workplace paradigm.
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