When Hired, Schedule Reviews

Calendar
When I work with companies to improve their hiring and training processes, one thing I like to suggest is getting in the mindset of having the entire new employee process very formalized. When I say very formalized, I mean that hiring managers should have it down to an exact science after the first employee or two hired using the new system. Part of having that hiring and training process down to an exact science means scheduling reviews and follow ups as soon as the employee is hired.

At a company I worked with, their official process was to have a follow up meeting after the new employee’s first shift, a one week follow up, and a one month follow up. Each meeting would be about a half hour, sometimes longer. The follow ups would be a mix of a review, critique and suggestions, and “how are you doing?” talks between the new employee and his or her immediate manager. The hiring manager would sometimes participate in the one month follow up and have a separate meeting with the manager to see how things were going and how the hiring process could be tweaked to get better candidates hired. The three (or sometimes four) meetings were added to the employee’s and manager’s calendars immediately after the employee was brought on board. That way, there were no putting them off and no saying “we’ll do it next week.” Both groups were required to have the meetings and there were no exceptions.

The schedule for the follow up meetings was then sent to the employee with the rest of the information once they were formally hired. Along with their login information, contact information for their boss, etc., they were made aware of the formally scheduled meetings. Everything was arranged by the company’s hiring manager and everything went pretty smoothly for both the employee and his or her manager. Taking the responsibility off of the managers and assigning the duty to someone else is very important. It ensures the job gets done and it ensures that no one is brushing it aside.

What makes this process most effective is that it quite frankly, a formalized process that is taken seriously. When companies write down processes and take them seriously (generally done by assigning someone specifically to follow through with it), they are more often than not, fairly helpful and effective. Not all processes and procedures are great, but simple ones like this are almost always a sure bet.

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