Raising the Bar: Four Tips to Effectively Assess New Hire Performance

New hires are extremely successful when they are prepared and well trained for their roles. In addition to that and being welcomed by their team, they are able to make the biggest impact in the mission of an organization. After ensuring those steps are in place to begin a job competently, you can assess their performance to gauge how well they are faring in their new environment.

These four factors are important when assessing the success of a new hire:

  1. The success of an already established team. It’s only natural that you have high expectations for a new hire, but it’s also crucial to think about why you needed a new hire to begin with. Was it to help revive a team that was already struggling or to fix a process that was failing? If your new hire is the newest member of a team that isn’t consistently meeting goals or demands, the new hire is already at a disadvantage. One’s team and environment will usually mold their attitude and morale, so give your new hire the best chance at flourishing by putting him or her on a team of successful, highly-motivated colleagues.
  2. Have formal evaluations. Everyone wins when organizations consistently evaluate their employees. It helps provide structured feedback for an employee to discover where they excel, as well as where they could improve. These evaluations could be extremely beneficial to a new hire that is still trying to find his or her footing. Clearly identify what constitutes adequate and superior performance, and use these MBO (management by objectives) tactics to help the new hire ensure those goals are being met consistently.
  3. The new hire’s ability to adapt. No matter what field, one’s ability to adapt to change is crucial in business. New hires that are flexible in their approach toward certain tasks tend to be more positive in regards to their attitudes and managing stress. They are usually more focused, innovative, and retain information easier than their counterparts. This also helps lower an organization’s turnover rate by staffing confident hires that are willing to do what it takes to get the job done. These highly adaptive hires are more likely to be the next leaders in an organization since they have a higher level of retention and will soak up new skills like a sponge.
  4. The quality of the new hire’s work. Based on an organization’s overall goals, the quality of work done by a new hire can be the determining factor of how successful they truly are. Have they made the appropriate amount of sales that week or have they surpassed the weekly quota? Have your customers given positive feedback about their interactions with your new hire? How much editing is normally done on the work they hand in? Well-performing hires know how to work well independently, but also play well with others.

Every business has its own set of goals that are used to determine success, and when onboarding new hires, their performance must be in line with those goals. The new hires in an organization can be the clincher to a flourishing business, so their work and attitudes should be assessed often to make sure they are making a positive impact.

For more information on this topic or to continue this discussion with other executives, join the Ascendis Masterminds for Managers group on LinkedIn and connect with us on Twitter at @DrakeAscendis.