You’ve just invested a good amount of time, energy, and money to find just the right person to fill the role. You have an onboarding plan in place, are ready to move forward with their training, and are all set for their start date.You are pretty sure they have a clear idea of what the role entails and what you expect from them, since you discussed this several times during the interview process AND you provided them with a written job description.
You’re all set, right?
Not so fast...maybe not.
It is critical that you not only give the new hire a written job description (which usually outlines tasks and activities involved in any given role), but that you also give them written expectations of desired results.
For example, a job description might say:
Build and maintain a set of metrics that can be equally and fairly applied to evaluate the performance of all sales team members. Develop a regular and consistent manner in which to share your findings with each member of the sales team and engage them in the process to implement a corrective action plan (if needed).
But what are the expectations attached to this action? When should it be done? How often? How will success with this action be measured?
Expectations could say:
Sales metrics will be defined and in place, and ability to show supervisor consistent communication/coaching plan within first 30 days.
The written expectations document should be verbally reviewed with the new hire. To be most effective, it is conducted as a two way conversation: “These are my expectations of you. What are your expectations of me?” (And really listen to what they say!) As a leader, I make sure I include any “unspoken” or “unofficial” expectations I may have that aren’t documented anywhere else. Sometimes this includes communication expectations (how quickly do they respond to emails and voice mails?), teamwork expectations (how important is it for them to participate in other projects within the company?), or even basics like hours worked and how to call in sick (is a voice mail or email sufficient?).
Everyone wants to excel at what they do. The more specific we can be with how this can be accomplished, the better chance that the new hire can be successful.
Want to learn more about how to set up your new hire for success? Download our FREE P3 eBook.