It has become increasingly clear to human resource teams and C-level executives that encouraging employee success on a regular basis is crucial to their long-term prosperity with and for the company. This important endeavor has become an integral part of any competitive business strategy, and many HR departments are relying on tools like job descriptions and check-ins to encourage employee success in the short-term and the long-term.
In a recent article, Dan McCarthy from The Balance Careers reminded HR managers that employees thrive on knowing and understanding what is expected of them. By providing clear and concise job descriptions and performing regular employee check-ins early in an employee’s tenure, you give your new-hires a greater chance at success.
Try These 3 Steps to Help Lead Your Employees to Success and Longevity in Your Organization
In early 2018, Forbes reported that about 14 percent of today’s employees strongly agree that performance reviews inspire them to improve. Job descriptions can help serve as guideposts for employees to achieve specific goals, setting the stage for employee success. Further, check-ins in the early days of employment and beyond can help clarify employees’ questions about their tasks, such as whether they are static or dynamic and much more.
Moving forward, try incorporating the following three steps, using a combination of their job description and regular check-ins, to ensure employee success and satisfaction.
1. Set Up an Orientation Session to Discuss the Employee’s Job Description and Potential Check-ins
Detail your desire to help your employees succeed from the beginning by scheduling a specialized orientation session upon hire. At this point, you can inform your new hire of your organization’s commitment and a strategy for helping them achieve their goals, so they feel comfortable and confident while hitting their productivity. Let new employees know that they can refer to their job description as a road map to success. Additionally, let them know that you offer periodic check-ins, as opposed or in addition to annual performance reviews, to make sure they feel that they are on track for success and hitting their goals.
2. Set Expectations at an Early Check-in Session
Once your new hire has had a chance to review his or her job description and adjust to the corporate culture, you can schedule your first official check-in session to discuss your organization’s expectations and devise a plan to best help your employee meet those expectations with ease and certainty.
For example, if your new employee’s core responsibilities involve entering a certain quota of data per day, week or month, discuss those expectations and how that associate might best meet them. As the human resource manager or department leader, you can help the employee develop productivity strategies that work according to their strengths while also finding ways to optimize their ability to use their talents. For instance, if your employee works better in the mornings, discuss their taking care of telephone calls, meetings, and other desk-related work in the afternoons, so they can focus on data entry during their prime concentration time.
3. Set the Frequency for Check-ins and Discussion of Expectations
According to a recent HR Drive survey, an overwhelming 84 percent of employees stated that they prefer regular check-ins over traditional annual performance reviews. Younger employees in the workforce, in particular, prefer this approach. The rate of frequency is likely to vary according to your organization’s need for productivity, the number of employees and other factors, as well as the time availability for you and each employee. It is important to strike the right balance between checking in and taking valuable time away from everyone’s prime time for productivity.
Do You Need Help Setting Expectations for Your Employees?
If you are trying to find ways to help your own employees set expectations with clear job descriptions, our team at Employers Advantage is here and ready to help you. Contact us to let us know how we can help.