{"id":2151,"date":"2014-06-26T09:49:51","date_gmt":"2014-06-26T09:49:51","guid":{"rendered":"http:\/\/blog.synergita.com\/?p=2151"},"modified":"2025-12-05T06:04:13","modified_gmt":"2025-12-05T06:04:13","slug":"how-do-you-onboard-an-employee-and-tune-them-towards-your-performance-expectations","status":"publish","type":"post","link":"https:\/\/www.synergita.com\/blog\/how-do-you-onboard-an-employee-and-tune-them-towards-your-performance-expectations\/","title":{"rendered":"How do you onboard an employee and tune them towards your performance expectations?"},"content":{"rendered":"<p>After tough rounds of evaluation, (which might include multiple rounds of tests, interviews, group discussions and so on), an organization chooses its new employees.\u00a0 \u00a0Now comes the next challenge of making them feel comfortable and happy, and at the same time help them to perform their job well.<\/p>\n<p>As always, first impression stays the best ever. An organization needs to keep in mind the following facts about new joiners:<\/p>\n<ul>\n<li>Initial 60-90 days are the golden opportunity for both employee and the organization.<\/li>\n<li>Employees are wide open to prove themselves.<\/li>\n<li>Organization can learn some of the best practices that the employees have seen elsewhere<\/li>\n<li>Manager and employee have to build the rapport in the first 2-3 weeks or so.<\/li>\n<\/ul>\n<p>I feel that HR and Managers play a critical role in making the employees feel comfortable and to help them perform as per the organization\u2019s expectations. \u00a0Immediate or rapid attrition (within 3 months) is quite common in industries and this is mainly because the HR and managers did not make the necessary rapport with the new joiners during the initial period. No point in loosing hard-earned people and once again initiating the recruitment process.<\/p>\n<p>Now, let us see the action items of HR and manager to onboard an employee and to get the best out of them:<\/p>\n<p><b>Role of HR:<\/b><\/p>\n<p>It does not end with picking stars (employees) and dropping them in different places. The HR should ensure to place the stars in right place so that they shine as bright as they should be. Here are a few tips for HR during the on boarding program:<\/p>\n<p>&#8211;\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 You are the First person of contact, so build good confidence about the Organization<\/p>\n<p>&#8211;\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Must make sure that the Organization provides \u00a0all necessary soft support in place<\/p>\n<p>&#8211;\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Have a one-on-one meeting within 3 weeks to make sure that the employees understand the organization, job requirements, etc. and they are able to match them.<\/p>\n<p>&#8211;\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 If they are new to job skills, check if their training, inductions programs are started.<\/p>\n<p>&#8211;\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Introduce them to the <a title=\"Employee Management Via Performance Management\" href=\"https:\/\/www.synergita.com\/features\/performance-management-software.html\" target=\"_blank\" rel=\"noopener noreferrer\">performance management process<\/a>.\u00a0 In some organizations, new employees have to fill the goals within 30\/60 days of their joining.\u00a0 Some of our customers have requested to setup the escalation mechanism to HR in the performance management software for \u201cset goals\u201d process.\u00a0 This gives the confidence to the new hire that the organization is transparent, new hires get the job definition and expectations clearly, etc.<\/p>\n<p>&#8211;\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 And above all, \u201cBe Available for them\u201d. \u00a0Until they are familiar with the policies and adapt to their team, provide them good support.\u00a0 There may be multiple questions such as benefits to leave policies to who\u2019s who in the organization, etc.\u00a0 It is important that the new hire gets comfortable as soon as possible.<\/p>\n<p>&#8211;\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 They may also have questions on why something is done in certain way.\u00a0 It is important to understand their perspectives and see if any of the best practices can be taken into your organization.<\/p>\n<p>&#8211;\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Several organizations have a clear on boarding process, videos \/ tutorials \/ intranet \/ etc.\u00a0 While new hires will certainly go through this independently, it will be good to setup 30 minutes discussion to answer any questions they may have.<\/p>\n<p><b>Role of the Manager:<\/b><\/p>\n<p>It is the manager\u2019s responsibility to make the new employees feel that there are people to whom they can go when they don&#8217;t know what to do or decide about workplace issues and work.<\/p>\n<p>&#8211;\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Make sure that the manager is well prepared for, onboard an employee.\u00a0 This means follow up with your admin teams for the desk, computer, email setup, etc.\u00a0 If there is a welcome note from the manager and team for the new hire, it will really give a good warmth feeling.\u00a0\u00a0 End of the day, manager has invested considerable time in interviewing, selection, etc.\u00a0 This last mile in terms of getting the workplace setup for the new hire, will help a lot in sending the right message.<\/p>\n<p>&#8211;\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Introduce them to the entire team and have some one walk them through everything required, including where to find files\u00a0and tools, where the cafeteria is, and when they can take breaks, etc. \u00a0Ask them if there is anything they&#8217;re unsure about.<\/p>\n<p>&#8211;\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Ensure necessary training and orientation is given to the new hires<\/p>\n<p>&#8211;\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Give them a clear Job definition<\/p>\n<p>&#8211;\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 On boarding on the job &#8211; (eg. If somebody comes into Synergita, we make sure that they understand our business, <a title=\"Supports\" href=\"https:\/\/www.synergita.com\/features\/performance-management-software.html\" target=\"_blank\" rel=\"noopener noreferrer\">performance management<\/a>, product training, etc. before they start doing any work \u2013 be it development, testing or customer support)<\/p>\n<p>&#8211;\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Give them specific and action oriented goals, good if measurable.\u00a0 Decide the timing accordingly.\u00a0 You don\u2019t want to overwhelm the person on day 1.<\/p>\n<p>&#8211;\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Try not to be upset when something goes wrong, make sure employees aren\u2019t afraid to admit and learn from their mistakes.<\/p>\n<p>&#8211;\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Managers should have a formal meeting with the new hires every month (for the first 3 months) so that they can have a formal feedback review process.\u00a0 This will help in understanding how the new hire is performing, any specific challenges and how to resolve them, etc.\u00a0 For the 3<sup>rd<\/sup> month, involve the HR as well.<\/p>\n<p><a href=\"https:\/\/www.synergita.com\/synergita-test-drive.html?utm_source=Blog&amp;utm_medium=Post&amp;utm_campaign=Raji\"><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-5470 size-full\" src=\"https:\/\/localhost\/synergitablognew\/wp-content\/uploads\/2013\/10\/synergita_test-drive-1-1.jpg\" alt=\"\" width=\"650\" height=\"96\" srcset=\"https:\/\/www.synergita.com\/blog\/wp-content\/uploads\/2013\/10\/synergita_test-drive-1-1.jpg 650w, https:\/\/www.synergita.com\/blog\/wp-content\/uploads\/2013\/10\/synergita_test-drive-1-1-300x44.jpg 300w\" sizes=\"(max-width: 650px) 100vw, 650px\" \/><\/a><\/p>\n<p>Motivating and\u00a0encouraging the new hires is the key to make them perform well and to help them to stay with the company for a long term.\u00a0Relationship matters. Make it clear that your organisation is\u00a0happy to have the new person on board, and you will see higher levels of productivity from the motivated new hires.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>After tough rounds of evaluation, (which might include multiple rounds of tests, interviews, group discussions and so on), an organization&#8230;<\/p>\n","protected":false},"author":13,"featured_media":2458,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[123,14],"tags":[118,117,30,108,48,128,138,22],"ppma_author":[125],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v22.4 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>How do you onboard an employee and tune them towards your performance expectations?<\/title>\n<meta name=\"description\" content=\"HR and Managers play a key role in making employees feel comfortable. 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