A six-month communication plan for new employees
How you communicate with new hires in the first few months will shape their experience with your company and set the tone for their tenure.
The first day on the job typically yields a combination of anticipation and anxiety. How you communicate with new hires in the first few months will shape their experience with your company and set the tone for their tenure.
Plan to meet with new employees to discuss their expectations for the job, what motivates them, their basic goals while in the job, how they’d like to be challenged, and so on.
At the end of the first week, talk about what you expect of your employees. Ask them to write a performance agreement—a brief outline of the expectations you’ve explained and of their own expectations and goals for the job. The agreement should include a description of how results will be measured.
First few weeks
Follow up with informal chats to check on how their assimilation is progressing.
First three months
Conduct a more formal meeting to measure progress on the written goals. Discuss what performance issues you’ve noticed might be lacking, and ask whether there are any job expectations the employees might have had that aren’ being met.
First six months
Assign a professional partner to act as both a mentor and a colleague. Budget money for professional partners to host new employees for lunch a few times during the period.
Working with new employees isn’ limited to those who are new to the organization. These techniques can be applied to employees who have transferred to your group or to those whom you inherited if you’ve changed jobs within the company.
—Adapted from The 7 Hidden Reasons Employees Leave, by Leigh Branham (AMACOM)