7 Keys to Success for New Hires in the First 3 Months
Welcome to Recruiter Q&A, where we pose employment-related questions to the experts and share their answers! Have a question you’d like to ask? Leave it in the comments, and you might just see it in the next installment of Recruiter Q&A!
Today’s Question: The first 90 days on the job are critical for new hires. In that time frame, a new employee will either soar to the top or sink hard. What we want to know is, how can employers ensure that their newest team members succeed in this crucial period? And what can new hires themselves do to thrive in these first three months?
The answers below are provided by members of FounderSociety, an invitation-only organization comprised of ambitious startup founders and business owners.
1. New Hires Should Have Accountability
Delivering on expectations and being held accountable for tasks and deadlines are absolutely key to success for all team members.
— Angela Delmedico, Elev8 Consulting Group
2. New Hires Should Fit in — But Not Follow
Sometimes you follow, but many times you have to flourish in your own way. True Interaction is a machine, yet it is made up of individuals who need freedom to think for themselves while considering the larger picture. Following protocols is good, but maintaining sensitivity to conditions is better. Fit the team, but don’t follow blindly. Improve yourself and others, personally and professionally.
— O. Liam Wright , True Interaction
3. New Hires Should Know Their Preferred Methods of Learning
Through the Internet, there are limitless ways to increase your skills and learn something new. The same holds true for employee training and motivation. Everything from books and blog posts to videos, expert interviews, and podcasts can all contribute to the success of your next hire. Find their preferred method of learning, and load them up!
— Zac Johnson, Blogging.org
4. New Hires Should Ask a Lot of Questions
The worst thing that a new employee can do is pretend that they understand what they’re doing and then make mistakes that hurt the company. Make sure you ask lots of questions, so that you can quickly learn the ropes and begin positively contributing to the business.
— Lisa Curtis, Kuli Kuli
5. New Hires Should Match the Company Culture
The worst thing an employer can do is put up a fake facade of what the company’s culture is. Not everyone is a fit for your company culture. Faking it for 90 days only prolongs the inevitable. You might as well save time and money by being upfront. Culture is not only key for an employee’s success, but also the success of your business.
— Cyril Agley, Talon Ventures LLC
6. New Hires Should Think Dynamically
We value dynamic-thinking individuals who are receptive to learning new ways of leveraging skills. Someone who is not afraid to speak up when they have an idea that can further the company’s goals is someone who really stands out. We really appreciate those individuals at Aligned Signs.
— Jessica Baker, Aligned Signs
7. New Hires Should Add Value
What’s the best way for a small business to attract and engage new clients? Provide them with value before you ask them to do anything. The same is true for an employee starting a new job. Continuously add value to the company and culture. Provide work that makes the company more productive without making anyone’s life more difficult. Add value before you ask the company to do anything for you.
— Antonio Calabrese, Boonle