Join Todd Dewett for an in-depth discussion in this video The first year, part of Onboarding New Hires.
The onboarding process is now nearly complete.…To wrap things up,…you still face several important tasks.…The first is collecting data.…This will be the last round of data used…for continuous improvement of the onboarding process…and will be added to everything collected earlier.…In addition to using the same instrument used in the past,…some organizations go a step further…and collect data from people…who work with the new hire.…Think about their peers,…employees who report to them,…and even clients or outside vendors.…
Onboarding should result…in an adjusted and well-performing employee.…These are the people who can speak…to the type of employee the new hire has become…in terms of overall performance…and fit with the company culture.…Okay, the next topic can be tough.…Intervening to correct performance.…By this point,…you have lots of good performance data you can use…to assess the employee.…If you've intervened to address performance problems…and not seen clear improvement,…it's time to act again.…You don't have to wait until the one year mark,…
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- Cite the internal tasks you should complete before a new hire arrives.
- Explain ways in which a manager can help a new employee succeed.
- Differentiate among buddy, mentor, and coach.
- Describe the behaviors that are associated with successful employees.
- Highlight the important tasks you should complete during an employee’s first year.
- Explain why more face-to-face interaction between bosses and new employees is a positive onboarding practice.