Following Up with New Employees

Following up with new employees is essential to effective onboarding. Managers need to be involved with their new hires and determine whether or not any changes need to be made in their training process. Consistently meet with new employees and help them solve any problems along the way.

Initial Check in

The initial check in needs to be completed before the end of the employee’s first month. Some managers try to check in after the first week. This is an opportunity to give and solicit feedback from new hires. The initial check in should focus on helping new hires become accustomed with the new environments.

Topics Covered:

• Goals and progress: Review the goals of the company and the employee’s goals. Ask about progress, and cover material that the employee may not fully understand.
• Discuss onboarding: Make sure the employee feels welcome and that he or she has the tools necessary to succeed.
• Offer help: Solicit feedback and offer to help employees with their problems.

Following Up

Managers need to follow up with employees every 30 days for the first three months. Follow ups evaluate progress and check in to make sure that the employee’s needs are being met. This is the time to address any confusion regarding company and employee expectations.

Topics Covered:

• Mentor: How helpful is the mentor?
• Expectations: Is the job what the employee was led to believe? Does he or she understand the job expectations?
• Relationships: How are relationships with peers and coworkers?
• Inclusion: Does the employee feel included in the process?
• Work: Is the workload too much? Are all of the tools available?
• Feedback: Ask about questions or suggestions.

Setting Schedules

Onboarding must be scheduled. Each time that you meet with a new hire, be prepared to provide new schedules. The checklists will help guide you in the scheduling process. Remember to allow individuals to develop at their own pace. Do not over schedule people. Schedule the next meeting each time you meet with an employee.

Schedule:

• Orientation
• Training for each week
• Meeting other people
• Follow ups
• Goals
• Evaluations

Mentor’s Responsibility

Mentors are the key to a successful onboarding program. They need to take their role seriously and understand the responsibility of mentoring new hires.

Responsibility:

• Encourage the protégé.
• Act as a role model.
• Advise the protégé.
• Provide feedback.
• Assist in problem solving.
• Be trustworthy.
• Facilitate communication between new hire and other members of the organization.

Case Study

A new sales firm was having trouble with its onboarding program. The CEO made sure that new hires were made welcome their first day and that managers and HR did everything to prepare for their arrival. Turnover was still at 60 percent and productivity needed to improve by 20 percent to reach company goals. Exit interviews revealed that no one checked in with new hires after their initial welcome. Some mentor relationships thrived while others did not. Frustration and confusion caused many employees to leave. 

Checking in and follow-ups were added to managers’ responsibilities. Training was scheduled better, and employee concerns were addressed before they became serious problems. After the first quarter, turnover dropped 25 percent and productivity increased 30 percent.