The New Hire’s First Performance Evaluation

The first performance evaluation will prove to the new hire that he/she made the right choice

Explain performance criteria in the first weeks of work

The performance evaluation process begins immediately upon hiring the new employee. In the new hire’s first or second week of work, explain the firm’s / department’s performance criteria. If your company has a performance evaluation guide, use that as a basis for the discussion but don’t just hand it to the new employee. Taking the time to explain the guide with examples of superior performance will crystallize the behaviors you want the new hire to demonstrate.

Identify examples of solid performance

Entry-level workers generally don’t know how to perform at the highest level in a new job. If the new hire is an intern, post-college or lower-level worker, consider developing a rubric with examples of “solid performance (meets expectations)” and “outstanding performance (consistently exceeds expectations”). For example, if showing initiative is a key performance attribute, then you might explain the criteria as follows:

“Our firm values self-motivated employees. At your level, to show initiative, you should work diligently to perform your tasks. This is what is required to “meet expectations” for this performance attribute.   Ultimately, we want you to be self-directed, identifying what needs to get done and performing the task with a minimum level of supervision. You will need to be self-directed to “consistently exceed” our expectations for performance.”

Develop feedback loops

Feedback is designed to:

1. Align the new-hire’s goals around the organization’s goals
2. Motivate the new hire through recognition
3. Calibrate the new-hire’s performance relative to goals and objectives

Timely feedback is most relevant (at a minimum, you should discuss performance at the end of every project). Ideally, the feedback process should be two-way (as opposed to top-down, one-way delivery). I like to have new hires assess their own performance because it often helps them identify ways to improve. This makes your job as manager easier because you are more a coach than an instructor. One way to accomplish this is to have a new hire write a one paragraph on a weekly basis with reflections summarizing successes and perceived shortfalls.

Scheduling the performance evaluation meeting

In about the 10^th week of work, schedule the performance meeting for two weeks forward. Holding a performance evaluation meeting after 12 weeks is early enough to prevent bad habits from forming but plenty of time to allow the employee’s work style to unfold. When I schedule the evaluation, I ask the new hire to prepare for the meeting by comparing his/ her performance relative to the goals set forth upon hiring. Were vital goals met? What about stretch goals? Again, having the employee reflect on performance will empower her/him to identify the key attributes for success in the position. You will be better prepared for the meeting if you have a clear agenda for the meeting. Now is the time to start thinking of this agenda.

Format for the performance evaluation meeting

You should plan for the meeting to require 45 minutes. Your agenda for the meeting should follow this framework:

1. 10 minutes reviewing self-appraisal
2. 15 minutes praising the new hire’s strengths
3. 5 minutes discussing areas for improvement
4. Up to 15 minutes for Q&A

In the meeting, practice the words of Jack Welch: Be a gardener by providing water and nourishment. The best performance review meetings contain no surprises. If you successfully establish feedback loops, then the performance meeting will be a coaching session. This creates the tightest bond between the organization, the manager and the new hire.

Conclusion

You spend a lot of time and money hiring new staff. To achieve the highest return on your investment, you need to establish a solid foundation for the new hire. Developing informal and formal feedback loops will allow you develop a solid working relationship with your new employee.

 Related content:

Getting the New Hire Off to a Good Start

Preparing For an Employee’s First Day

3 Considerations Before Hiring a New Employee