· Tricia Tan  · 6 min read

How Do You Transition New Hires Into Top Talents?

Did you know that more than 25% of people in paid employment change jobs annually?

According to the Bureau of Labor Statistics, within the first 18 months of employment, approximately half of all new hires underperform or even fail in their roles.

A new hire’s success or failure at work is determined in the first few months.

The most crucial plan a company can implement is a strong onboarding plan.

Whether a CEO or an accounting clerk, the first 90 days are crucial for any recruit. The shift from new hire to a useful team member can be smooth with effective onboarding.

Why are the first 90 days crucial?

The first 90 days of a new employee’s employment are essential.

1,500 American workers were the subjects of a poll conducted in 2018. Most of these professionals are young and adept with technology; according to the survey, 33% of respondents left their positions within the first 90 days of work.

But why would someone seeking employment leave that position so quickly?

There are numerous possible responses to that question, but being unprepared is one thing that practically ensures turnover.

Employees will want to go on to a better company if they feel that you were unprepared to hire them or that they are unprepared to handle the job.

Everyone needs an adjusting period, whether it’s to cope with the learning curve or find reasons to be loyal to the company and its cause.

It’s good to note that employees are loyal; however, you must give them enough reason to be dedicated to you.

Setting up your new hires for success: The 90-day plan

A “90-day plan” action plan outlines your goals for the first 30, 60, and 90 days of a new job.

It includes a list of your top priorities, achievable objectives, and success indicators for the first three months. A solid plan will aid in streamlining the training procedure. Make sure your new employee receives sufficient training to perform their job correctly.

A recruit can be completely ramped up and take the initiative in 90 days, or you can create the ideal plan that accomplishes this in 30 days.

Make sure everyone can access this plan and that your staff members are familiar with the 90-day plan before they begin.

For instance, you might make this plan in Google Drive and include your recent hires to work together on it. You can also streamline the process by using HR software that houses everything that happens during the onboarding.

Transparency during the training phase enables your new hire to understand your expectations and ask any queries they may have.

Set concrete targets for the 30, 60, and 90-day periods that ladder up to your priorities after you are clear on your high-level priorities.

These objectives must be SMART, or specific, measurable, achievable, realistic, and time-bound.

How do you manage the first 30 days?

Before the employee starts, you should concentrate on the little things.

Include HR and other team members, as making the new hire feel welcome is not just the manager’s role. Set up the employee’s workstation and send a welcome card outlining your joy for them to join the team.

Provide the first week’s orientation schedule, new hire paperwork, and more. Gaining an advantage before the employee enters the building helps develop trust and enthusiasm with the new hire.

After a week on the job, employees should feel at ease with their duties. They have made at least one new business contact every day; more is preferable, be familiar with their coworkers, and be able to stroll into your office with any inquiries.

At the conclusion of the first week, propose a casual gathering with drinks, cake, or something similar with the other team members so that the recruit can evaluate their lessons learned, pose any questions to the group, and hang out in a less formal setting.

Setting up a survey for the employee to fill out after the first week is also an excellent idea.

You want them to talk about orientation, goals established, manager motivation, assimilation, adaptability, mentorship, organizational philosophy, feedback, facility tours, and more.

You might use a 1–5 point scale to help them do this. This scale is a straightforward way to monitor the application of your onboarding policies to determine when and how progress is made.

It’s crucial to introduce the new employee to the firm over the first 30 days through recruiting and introductions.

During this time, you shouldn’t expect the new employee to make any significant business advancements, but you should make them feel welcome; otherwise, they won’t be able to get started.

The 45-day benchmark

Numerous sources claim that it takes 45 days for a new hire to get thoroughly acclimated and familiar with their new company.

Studies conducted by the HR industry reveal that a considerable proportion of staff turnover—up to 20 percent—frequently happens during the first 45 days of work.

Therefore, now is a fantastic moment to meet with the new employee to gauge their level of satisfaction, familiarity with the company, and work.

You can evaluate their success thus far on some of the smaller assignments you gave them while determining their current thinking on the larger-scale initiatives you recruited them for.

The employee might be on board thanks mainly to this meeting.

The 90-day mark

The 90-day mark is when you should start seeing significant results from your new hire.

Why? It’s because that is typically how long it takes for an employee to fully integrate into an organization regarding health coverage, benefits, sick days, and more.

Any faster could indicate that the employee needs to be sufficiently analytical in their company appraisal. By the 90-day mark, your new hire should have complete knowledge of what needs to be done.

To summarize

The first 90 days of your new hire won’t be smooth sailing. There will be ups and downs. In addition, there will undoubtedly be difficulties as employees adjust to new people, norms, and duties.

But you can do something to minimize the setbacks. Making a successful, long-term relationship with your new hire is the goal of onboarding.

One way to guarantee your onboarding is successful (and that the subsequent months are productive and smooth sailing) is to utilize HR software. Hezum, for example, is a software that can effectively streamline your HR department’s day-to-day operations.

From onboarding to requesting time off, make it easy for your employees to access tools and documents so they can focus on their tasks. Want to learn more about our solutions? Visit our website today.

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