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ATD Blog

3 Tools for Setting Clear Expectations With New Hires

Thursday, September 9, 2021
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Starting a new job can be overwhelming and chaotic. You’re trying to understand the company’s culture, team, and communication best practices all while settling into a new role. It’s a lot! And it’s even harder if you don’t know what’s expected of you.

Yet, about half of employees worldwide don’t know what is expected of them in their role. Because most companies think a job description plus a completed employee onboarding process means expectations are set. But half the time, that’s not the case.

At Trainual, we invested substantial time and resources into setting all our new hires up for success from day one. But how, you ask? By setting them up with these three tools:

Job Scorecard

Job scorecards offer a high-level snapshot of a role. This includes main focuses, key responsibilities, and quantifiable success metrics.

These metrics can be anything from increasing organic traffic to response time to customer satisfaction. Just as long as employees can easily and accurately measure them. That way, employees know what to do in that role. They can hold themselves accountable, so there’s no room for surprises come review time.

And when an employee gets promoted, they get a new scorecard. One that’s updated with their new focuses, responsibilities, and metrics. This way they’ll always know what’s currently expected of them.

Check out what Trainual’s People Ops Generalist scorecard looks like, or review the job scorecard template to create your own.

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30-60-90

Scorecards on their own can feel like going from zero to 100 in a matter of seconds. And without further directions, new hires might not know if they’re on the right track.

A 30-60-90 outlines key projects, learnings, and outcomes for the first three months of a new role. It creates an actionable path to complete the projects, using the 30-day, 60-day, and 90-day marks as milestones. That way, new hires know what to focus on without asking again and again.

Have your existing team outline these goals before your new hire starts and ask the manager to present them to the new hire on their first day. Just be sure to clarify how success will be measured, such as getting all these projects done in the scheduled timeline.

These goals should range from one-day tasks on the front end to a project that will take a few weeks on the back end. This way, your new hires feel like they are instantly contributing (because they are)! And they can track how far they’ve come in learning their new role.

We check in with new hires every time they reach one of these milestones to discuss how it’s going, what’s working, and any obstacles.

Start building your 30-60-90s with our free template.

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Trainual

We use our own product, a lot.

In the first few weeks on the job, all our new hires go through our onboarding materials, health insurance 101, and DEI policies in Trainual.

After completing the assigned content, new hires should have all the information to hit all their 30-60-90 goals and continue growing in their role. You may be thinking, “Wow, this is a ton of preparation for every single person that joins the team!” And you’re right—it is.

But it’s worth it because we know the upfront investment pays dividends when our team knows what to do and how to do it. And they have a tool (Trainual) to lean on when they forget best practices and how-tos.

Trainual is the number 1 onboarding and training tool, according to G2. Try it free for seven days. (No credit card required.)

About the Author

Sasha Robinson builds high-impact teams and cultures--it's kind of her thing. And for the last 5 years, she's been doing exactly that for some of the fastest-growing SaaS companies around. She's obsessed with people-focused data, crafting authentic employee relationships, and promoting equity. And creating happy, inclusive work environments where everyone can be their best gets Sasha out of bed each day. Literally. Her love for all things People Ops (Pops for short) started when she was earning her degree from Barrett Honors College at Arizona State. (You can thank her thesis on diversity in the workplace for that!)

Today, Sasha is the Head of Pops at Trainual, the world's leading business playbook software. (And she'll tell you she has the best job ever!) When she's not working, you'll find Sasha dancing down the Trader Joe's ice cream aisle, binge-watching Schitt's Creek, or consuming copious amounts of caffeine.

1 Comment
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Love the scorecard! Thanks for the templates.
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