The first 90 days for a new hire is often a make-or-break period for New Mexico employers and their retention rates. No matter how qualified and talented a new employee may be, if they are not adequately onboarded and given the tools and guidance they need to excel in their roles, they may not fulfill their potential or be satisfied with their jobs.
An onboarding plan is so important because it helps new hires:
- Acclimate more quickly to the workplace and culture
- Feel valued as a member of the team
- Improve their productivity
Set your new hires up for success and build an onboarding plan with 30-, 60-, and 90-day goals:
First 30 Days: Establish a Strong Foundation
Goal: Help new employees get a sense of regular workplace processes, have a clear understanding of the expectations for their day-to-day work, and become familiar with company culture.
- Welcome & Orientation: Introduce new hires to official company policies and key information, finalize access to company systems, set up their work station, introduce them to colleagues, etc.
- Provide Job Training: Implement their initial job training, such as introducing them to specific tools, workflows, and any other relevant information they need to know to perform their job.
- Set Regular Check-Ins: Schedule consistent meetings with new hires to address any questions or concerns, provide constructive feedback, and ensure everyone is on the same page.
Outcome: New hires adjust to the working environment, understand their job duties, and get to know their colleagues.
Next 30 Days (60-Day Mark): Focus on Relevant Skills Development
Goal: Continue to coach new hires to instill confidence, build relevant skills, and begin making more autonomous and meaningful contributions.
- Assess Their Progress: Have a more formal discussion about how their acclimation is going, whether expectations are being met, and if any adjustments need to be made to the onboarding process to make the new hire feel prepared and supported.
- Implement Higher Level Training: Once your new hire has gotten used to more introductory training, you can move on and instruct them on more complex tasks, processes, or systems.
- Foster Deeper Teamwork: Integrate the new employee into the team on a more fundamental level by assigning them a role in a collaborative project.
Outcome: New hires feel more self-assured, able to start contributing to team objectives, and are ready to start setting objectives for growth.
Final 30 Days (90-Day Mark): Shift to Autonomy and Long-Term Expectations
Goal: Empower your employee to perform autonomously and align their work with bigger picture goals.
- Performance Review: Conduct a formal 90-day performance review to evaluate their overall progress, discuss any challenges they are dealing with, and acknowledge their growth and success in the past three months.
- Increased Ownership: Transition your new employee into taking on full responsibility for their job duties and hold them accountable for their outcomes.
- Long-Term Development: Work together with your new employee on professional development over the longer term and set objectives to advance their growth in the role over time.
Outcome: New hires are now able to work with confidence, fully contribute to their direct team and the company mission, and are motivated to succeed in their positions and achieve set goals.
Land Qualified Candidates in New Mexico
Streamline your hiring process and find top talent by partnering with The Hire Firm for your New Mexico recruitment needs. With nearly three decades of experience in recruitment and staffing in New Mexico, our team of staffing experts is dedicated to connecting you with the candidates who will be the best fit. Contact us today to learn more about our employer services.