Master the Employee Lifecycle – From Day One

You get a call into HR at 4pm from a line manager. They have a team member whose probation finishes tomorrow. The problem is this team member isn’t where they should be in terms of their performance and the manager has concerns about their fit for the role. They’re calling to ask what HR can do? ??♂?

We’ve all been there! This is the simplest illustration of why it’s essential to master the employee lifecycle right from day one! In this issue of Performance Matters we’re sharing ideas for getting that first 90 days right.?

Why the first 90 days??

We spend a lot of time recruiting the right person so let’s do the best job we can of bringing them in and setting them up for success. Doing a good job now will help ultimately reduce the time it takes for them to become 100% effective in their roles, increase engagement, and improve retention. So, what can HR do to ensure new hires have a great experience? We spoke to employee lifecycle expert Marc Earnshaw for his top tips:

A structured approach with adaptability built-in?

Not every employee has the same needs so it’s best to provide a structure with key dates, meetings and milestones but whilst maintaining adaptability. For example, a junior hire and a senior hire will have very different needs and the experience needs to feel relevant to everyone.

Involve managers from the outset?

Whilst HR might be leading this project, the knowledge that new hires need doesn’t just sit with HR. The business has shared ownership of the success of new hires, and their direct line manager is a key individual. The onboarding process needs to include managers and equip them to be advocates for the onboarding process.?

Well timed, purposeful interventions?

New hires often report feeling overwhelmed with information when they start a new role. There’s no getting around the fact that there is a lot to learn in any new organisation and new role, but by managing the flow of information, HR can create a much better experience with a variety of learning formats and carefully designed timeline.?

Use the right tools, tech, and resources

We also know that social integration and collaboration are key to success so opportunities for facetime with managers, mentors and peers should be part of the onboarding process. Tools like Appraisd support the process with templates for meetings, prompts for line managers, and reminders for employees as they track their journey into the organisation.?

What should this process look like?

Using the principles above, we’ve designed a set of templates for the entire employee lifecycle including suggestions for the first 90-days including early-days check-ins, 30-day and 60-day milestones and end of probation. These templates will be available to Appraisd users at the end of this month!?

Like to see a preview of the Appraisd form library???

Register your interest in the Appraisd form library here ?? [email protected]?

P.S. If you’re an Appraisd customer already you should have had your invitation to see a preview of our new forms in the Appraisd platform! If you’d like to join us, drop us an email at the address above.?