The New Hire’s first Performance Evaluation
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Scheduling the performance evaluation meeting
In about the 10th 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:
- 10 minutes reviewing self-appraisal
- 15 minutes praising the new hire’s strengths
- 5 minutes discussing areas for improvement
- 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 articles:
Getting the New Hire Off to a Good Start
