The onboarding process can be a stressful and scary time for new employees, trying to learn so much new information about their new organisation, team and role. So without some form of structure the first few days and weeks in a new job could be over whelming, that’s where short term goals setting comes in.
Setting short term goals is a great way to get new starters up and running from day one. These goals shouldn’t be anything too stressful or complicated, just simple, easy to complete tasks to get new employees familiarised with the organisation, their new team members and their role.
These goals could look something like this:
Name: Han Solo
Job: Sales Assistant
Start Date: 10th of January
New Goal: Arrange a meeting with Harry Potter and Jane Eyre to find out what they do in the organisation and how you will be working with them in the future.
Completion Date: 14th of January
New Goal: Read the product marketing materials available on our website to get a better understanding of the product selling points.
Completion Date: 17th of January
New Goal: Get familiarised with our companies core values, these can be found on the company portal.
Completion Date: 12th of January
New Goal: Call 6 customers from the data given to you and try to arrange meetings with their sales reps to discuss contract renewals.
Completion Date: 19th of January
The employee now has a clear view of what is expected of them during the first few days in their new role, and by completing these goals they get to know people within their team, learn about company policies, and begin to carry out tasks that will be expected of them in their role.
Also, by setting goals that are relatively easy to complete you’re setting your new employees up to succeed, allowing them to start achieving goals right from the get go, giving them a positive experience in their first few days. You can make this even easier by logging these goals in an easy to use online performance management platform (such as Clear Review) allowing the employee to go back to the goals to remind themselves of what needs doing.
If new starters don’t have goals to complete they can end up feeling lost or bored without a sense of purpose, on the other hand if they have goals that are too difficult or not clearly explained, they can feel defeated before they’ve even started.
Progress against these goals can be checked during the regular check-in conversations between the new starter and their line manager. At the end of the week the manager and the new starter will go over the goals, update progress and check off those that have been completed. If the new starter has not been able to complete these tasks this might be a sign that they are struggling or they don’t have the tools they need, in which case the manager can take steps to help fix this.
Once the manager is confident that their new team member is settled in and has successfully completed all the set goals, they can them set them some more challenging goals that might take a few weeks or a couple of months to complete.
By breaking down a new starters tasks into short term, clear goals you can make your onboarding process easier, smoother and more productive all round. If you’d like to talk to a member of our team about how Clear Review can help your organisation improve the onboarding process (amongst other things) get in touch with us today: +44 (0)20 3637 4489 — email@example.com