A Simple Way to Make Your New Hires More Successful

July 21, 2017

By having a list of metrics for your new hires to shoot for, you give them a clear focus when they onboard.

Starting a new job is a time of self-doubt. New employees often wonder what exactly they should be working on, how quickly they’re expected to produce real outcomes and whom they should form relationships with.

For you as a manger, you want your new hires to avoid this feeling of self-doubt. Instead, you can make them more productive and more engaged, faster; just by documenting exactly what success looks like, LinkedIn Learning author and career coach Dr. Chaz Austin said.

“You don't want any surprises,” Austin said in his LinkedIn Learning course, Succeeding in a New Job. “What you do want is a way to measure (their) results so that at any time (the new hire) always knows how (they’re) doing.”

In his course, Austin gave an example of an employee he started this way, with a list of metrics to shoot for her to shoot for. The employee crushed those metrics, making her one of the most successful new hires Austin ever had.

“Not only did she get even better at her job, but the additional metrics made the game that much more interesting,” Austin said. “She was more engaged in her work.”

How to give your employees clear goals to shoot for

It’s not enough to tell your new employee what metrics you should be hitting. Instead, Austin recommends:

  • Putting the metrics in writing.

Writing down a “scorecard” of metrics you’ll be judging your new hires on when they first start gives them clear focus. For example, if the new hire is in sales, maybe the goals are to make a certain amount of calls each day, set a certain amount of appointments and ultimately close a certain amount of deals.

The more specific your can be with the metrics, the better. Yes, they might change as working environments change. But, having clear goals to shoot for upfront really helps the employee get up-to-speed quickly.

  • Challenge your employees if they are hitting those metrics

You should be conservative with your goals to start – after all, the person has just started and they have a lot of new processes to learn and people to meet. But, if they start crushing those goals early, they’ll quick grow bored.

And that can lead to disengagement. The last thing you want your new employee to think is “this job is easy”, as they’ll start to mail it in.

So stay on top of your employee’s performance and see how easily they meet expectations. From there, you should continue to stretch them with either higher metrics or new projects, so they remain inspired to come into work each day.

Don’t feel like you are overwhelming them

Some managers are hesitant doing this because they feel like they are bombarding their employees. In fact, quite the opposite – by giving them this list, you give them a clear path to follow when they start.

Most employees want that structure when they start, as it removes much of that self-doubt. Then, after doing the job for a bit, they can start realizing what they like and what they don’t, and you can recreate the job around their strengths.

Of course, you should still allow time for them to experience new activities in the office and meet everyone on your staff, so don’t make your goals ridiculous to start. But, the more direction you can give them early, the more they’ll reward you with great work.

Every employee deserves a great manager. Learn how to build great managers at your organization.