You have been offered the job and are now on probation. This is usually a scary time. You might begin to second-guess your decision, or you might be concerned that you won’t be able to live up to your new employer’s expectations. Although the following suggestions are meant for employers, as a new recruit, you will benefit tremendously from such advice. Thanks to human resources director, Dana Jarvis:
Use a map to get from A to Z. It is important to set expectations for new employees during this trial period. Expectations can be set by creating goals and objectives that establish direction for the new employee. Plan small wins along the way to help them succeed.
Stop at red lights. Immediately address any wrong behaviors and help educate the new employee on expected company behaviors. Organizational culture is sometimes tricky to learn.
Go on green lights. Everyone has strengths. Once a new employee’s strengths are discovered, it is important to plug those strengths into organization opportunities. By having a conversation about the person’s strengths and observing them in action, you will have a much clearer understanding of how the new assets can be best leveraged.
Sightseeing is part of the drive. As you get to know the new employee and they get to know you and the organization, the goal is that both sides will get more comfortable with one another. Take the time to invite the new employee to organizational social events to get to know them outside of work.
Watch our next post for Part II.
Source: Workforce Online – Dana Jarvis, human resources director, Snavely Forest Products, Pittsburgh, June 26, 2007. Jarvis also is an adjunct professor at Duquesne University.