It’s @principal.name’s 4th week - review their 60-day plan together and ensure a quick win
Use this Pyn within the product. Learn how.
Can you believe it’s already your new hire’s fourth week? Here’s how you can support their onboarding this week.
Take these actionsRecap and review 60-day plan with new hire (1 hour)
- Ensure new hire gets an early win (10 minutes)
- Compliment your new hire in public (5 minutes)
Why is this important?
Giving feedback, along with setting and reviewing expectations early, keeps your new hire on track. This helps to prevent having uncomfortable performance conversations down the line. Not to mention, early wins excite and energize people and help build their personal credibility.
Review and adjust 60-day plan
In your 1-1 this week, review how the new hire has progressed on their tasks for their first 20 days. Discuss their experiences thus far and give them feedback.
Adjust the plan as needed, and be sure that you and your new hire are aligned on expectations for the next 40 days.
At the end of your 1-1, ask them for their feedback and if they need any additional support.
Ensure your new hire gets an early win
An early win should be something meaningful that will help others on the team, help the organization or has significant customer impact. It shouldn’t be a big deliverable; rather, it could be a task that’s important but that other employees haven’t yet gotten time to complete.
Once you identify an opportunity for an early win, make sure you put enough support behind your new hire to ensure that they will succeed. This doesn’t mean you do the work yourself. Rather, you ensure that they have all the resources, coaching, advice, materials, budget and contacts to get their work done effectively and efficiently.
Compliment your new hire in public
Ensure you praise your new hire for their work during a team meeting or other meetings. You want others to hear about the good work their newest team member has done. It will build your new hire’s confidence and motivation and will help establish their credibility within the organization.
