Clarifications of roles and expectations
In the beginning, it is crucial to closely follow up on the new employee, ensure that the follow-up plan is adhered to, and review any other training needs. Ongoing dialogue with the newly hired person is essential, adjusting the program as needed. The leader should have regular follow-up meetings [insert link] with assessments where both parties can provide feedback on how the working relationship and tasks are functioning. Approximately one month after the start, the first weeks should be summarized and evaluated together with the new employee, incorporating experiences from both the leader and the newly hired person. The conversation may include discussing development and training measures and addressing ideas the new employee has for future work.
Key activities during this period:
- Follow up on any training needs
- Assess whether the new employee has/will achieve necessary qualifications within the job responsibilities by the end of the probationary period
- Provide and receive feedback on development
- Ensure regular follow-up; the new employee should experience prompt clarifications in their work
This structured approach aims to establish effective communication, assess qualifications, provide necessary support, and foster continuous development throughout the various stages of the employee's integration into the organization.