![]() Consider setting up lunch or meetings for your new hire with their manager or department head (if applicable). The first 30 days should be focused on learning about the company, responsibilities, and getting acquainted with managers. Think sales revenue made per day or along those lines. KPIs (Key Performance Indicators): These are quantitative goals that also establish whether a new hire is doing a good job. Becoming familiar with product or service offerings can make for good milestone goals. Milestones: These are qualitative goals that help establish whether a new hire is doing a good job. Setting personal goals can help new hires feel like they are part of a community rather than just another cog in the wheel. Personal Goals: These are goals that help a new hire grow as a person within and outside of the workspace. These goals focus on ideas or ways that the new hire will establish themselves as a leader. Growth Goals: These are goals your new hire will set. Many performance goals will carry over past 90 days. ![]() ![]() Performance Goals: These are milestones or KPIs that need to be hit to ensure your new hire is succeeding. Learning Goals: These are goals that are focused on learning tools/software, any job knowledge needed, and about the company (mission, vision, values, etc.) Here are some definitions for key terms you will see in our checklist, and throughout the rest of this post. We included mostly learning and performance goals in our checklist, which should be the bare minimum that should be established. When setting goals for the first 30, 60, or 90 days, we recommend using a mix of learning goals, performance goals, growth goals, and personal goals. Most of this time will be spent learning as employees try to become comfortable with their new role. Setting onboarding goals for the first 90 days, and any amount of time in between can be difficult. Onboarding Goals for the First 30 Days, 60 Days, and 90 Days + Definitions If you’re looking for more detail on some of these steps or an explanation of what kind of goals you should set, keep reading below. This also does not include any federal and state forms that may require being completed. One thing we should note, this is not an all-inclusive list of steps you should have new hires complete during onboarding, just a little something to help you and your new employees get some quick wins. Use these to get some quick wins with your new hires and help them get comfortable in their new role! That way your new hires can become great hires, faster. Here at CareerPlug, we put together a quick onboarding checklist for you to help increase employee engagement and boost career development. This is usually a checklist that includes milestones and key meetings that help new employees learn, and eventually perform, during the first 90 days. To do this, many companies set up a 90-day onboarding plan for new hires. This is an important time for new hires to learn about the company, the people that they will be working with, and their roles and responsibilities so they can become that star employee. The first 90 days can be critical to a new team member’s success and their desire to continue with the company. Hourly employee turnover rates are close to 50% and losing an hourly employee could cost you $5,000 on average! How to Win at the Onboarding Process And that’s for all jobs! If you employ hourly employees that rate is even higher. 17% of new hires leave after the first three months and up to 20% of all turnover happens in the first 45 days. If you need some more convincing, here are some new hire facts. What if I hired someone who can do everything on their own?Įven though most superstar candidates are self-starters, they still need a strong onboarding process to help them become comfortable with their new role, and the people they will interact with. ![]() A strong onboarding process helps new hires measure themselves and feel like they are making a contribution to the company. They have the values and potential you were looking for during the hiring process.īefore you throw them to the sharks, it’s important to put together a plan with key milestones and metrics. You’re pumped about the impact this new employee will make on your business. You sat through a ton of interviews, evaluated your best candidates, and made a hire.
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