This Month Only! >> $20 off and a FREE SHRM tote with your membership and code TOTE2018!
Sign up for free email newsletters and get more SHRM content delivered to your inbox.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 12 cities across the U.S. this spring.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
Consider the human resources director at a 250-person high-tech startup who wants to strengthen her organization's onboarding practices. Currently the company does little more than a half-day new employee orientation that consists of a code-of-conduct video, safety demonstration, and mounds and mounds of new-hire paperwork. Before the lunch hour hits, new hires are whisked off to their departments and set free, never to hear from HR again until performance review time or some other exigency arises.
"Employers often mistakenly allow new hires to integrate into the organization without specific touch points or check-ins to measure progress and assess the individual's role and comfort level in the new organization, and that's a missed opportunity," said Ken Lloyd, Ph.D., a California-based management consultant and author of Performance Appraisals and Phrases for Dummies (For Dummies, 2009) and Jerks at Work: How to Deal with People Problems and Problem People (Career Press, 2008).
While some organizations have very robust onboarding practices, including site visits to other corporate locations, rotations to different divisions, and meetings with senior executives, it doesn't have to be that complicated.
"Starting small is always best, and the key first step is to ensure that ongoing conversations are happening at regular intervals as well as spontaneously, when needed," Lloyd said.
The easiest way to engage new hires and ensure they stay on track is to implement specific conversations at 30-, 60- and 90-day intervals to ensure a smooth transition into the new role by identifying roadblocks as quickly as possible.
Try initiating onboarding meetings using some of the questions that follow. Then be prepared to address any shortcomings in individual performance or organizational challenges that may be hindering productivity. It doesn't take much time, can head off problems proactively and will demonstrate your effective leadership and communication abilities.
30-Day, One-on-One Follow-Up Questions
60-Day, One-on-One Follow-Up Questions
90-Day, One-on-One Follow-Up Questions
The result: better performance, improved engagement and stronger retention. After all, it stands to reason that employees who are engaged in these types of activities from the first day will feel a stronger connection to your organization over time. They'll feel acknowledged, included and more excited about their prospects for long-term success, so they'll likely demonstrate greater loyalty and productivity. What a high-payoff activity for such a minimal—but smart—investment of your time!
Paul Falcone (www.PaulFalconeHR.com) is vice president of HR at the Motion Picture & Television Fund in Woodland Hills, Calif. Some of his best-selling books include 101 Sample Write-Ups for Documenting Employee Performance Problems, 96 Great Interview Questions to Ask Before You Hire, 101 Tough Conversations to Have with Employees, and 2600 Phrases for Effective Performance Reviews.
Was this article useful? SHRM offers thousands of tools, templates and other exclusive member benefits, including compliance updates, sample policies, HR expert advice, education discounts, a growing online member community and much more. Join/Renew Now and let SHRM help you work smarter.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Please sign in as a SHRM member before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Guide to Screening Candidates
Join SHRM's exclusive peer-to-peer social network
SHRM’s HR Vendor Directory contains over 10,000 companies