6 Things to Do With Your New Employees in Their First 60 Days

The myth – your new employee accepted your offer, they showed up on day one, and they are immediately engaged and productive … WRONG! Many organizations assume that once new employees have signed on the dotted line and shown up on their first day they can relax. Not so fast! 

The reality is, many things can derail a new employee’s relationship with a company, but a structured onboarding program is one of the surest ways to engage new employees and make them feel great about their decision to join the company. In fact, according to SHRM, companies with an engaging onboarding program retain 91% of their first-year workers.

Do these 6 things in the first 60 days to avoid the myth and be part of reality:

1. Follow up on benefits

Reach out to your new hire in week two “ish” and ask if they have any questions about benefits, administrative paperwork, or anything company related. They could be unsure about any number of things – all you need to do is open the door so they can ask.

2. Have a 30-day review

Invite your new hire to discuss how things have been going so far. Encourage open and honest feedback about their experience so far compared to what they were expecting after the interview. Try to understand if they’re happy with their decision and what they need to feel more engaged, productive, and part of the team.

3. Take them out to lunch

Hopefully you took your new hire out to lunch their first day. Taking them to lunch again, or hosting a team lunch, during their first couple months is an excellent way to demonstrate that you’re invested in them and want them to feel like a valued member of the team.

4. Keep scheduled meetings

Rescheduling meetings with your new hires is the equivalent of saying, ‘you’re not important’. Even if unintentional, that’s how it will be perceived. Don’t make your new hires feel insignificant. Keep scheduled meetings unless it’s an emergency.

5. Connect them with a mentor or peer

Make sure your new hire is engaged with the company by linking them with a mentor or peer. This colleague will be responsible for helping to get your new hire integrated into the organization.

6. Have a 60-day review

Echo the questions from the 30-day review but go deeper. Your new hire has had a chance to get into the work and company culture. Do they have ideas on how to do things better? Are they struggling with a process? Are they experiencing conflict with a coworker?

This meeting serves a dual-purpose. It allows your new employee to feel like it’s OK to ask questions and shows that you’re invested in their long-term development and engagement.

Don’t let great (new) employees get away! Focus on these top six tips during their first sixty days to maximize engagement and retention

Your new hire is 60 days in. Think you’re off the hook? Not a chance!

New employees experience a similar path to dating– where an initial meeting is fraught with nerves, the first few months are filled with uncertainty and best behavior, and then the relationship evolves into a steady hum of comfort and certainty.  

Just like dating, the first couple months are the most vulnerable for your new employees. You may be thrilled they accepted your offer and have kept showing up every day. But even 60 days into a new job your new hire is still wondering if they made the right choice.

That in between period, where your employees are no longer new but aren’t quite tenured yet is critical. This is a purgatory that hiring managers can manage – if they have the right tools and outlook.

These are the top areas to focus on during your new employee’s first 60 days:

Network

Things might seem to be going well but their time with their peers is still in its infancy. They don’t have years of camaraderie built up, so there’s no bank of goodwill equity to pull from or a solid foundation built on shared history and inside jokes.

Keep an eye out for your employee. Be mindful if they’re assimilating well, if they have someone to chat with during breaks and company at lunchtime. Ask if they have questions about who to contact and pay attention to see if the organization has started to reach out to them.

Expectations

Yours: You likely have high expectations for your new employee but remember, especially within the first 60 days, they’re still new. They’ve just gotten their feet wet and are trying to understand their role and the organization’s landscape. Also, just like dating, they can’t read your mind. Be very clear about your/ the company’s expectations. 

Theirs: Your new hire was paying attention during their interview with you. They’re expecting you to follow through with all your promises.

You must manage your expectations and theirs through open and honest communication. Set regular check in sessions where you review and discuss how things are going.

Benefits

Make sure they have all the HR/ administrative tasks completed and ask if they have any questions. Lingering concerns about items like this are distracting.  

Tools and Resources

Your new hire needs access to different things to be successful in their role. Check in and make sure they have everything they need and that the tools they have are working. 

Support

Your new hire wants to do well, but during those first 60 days the learning curve is steep. They feel the pressure of your expectations and want to succeed but still have questions and concerns. Make sure they know they have your full support all the time – not just during the first couple weeks.

 A new employee’s first 60 days sets the foundation for their success and engagement with your organization. Follow these five tips and make the first couple months so great your employees will become your biggest advocates.