Systematic follow-up
During the probationary period, it is essential to ensure that the training plan is followed and to address any other follow-up needs. The leader should conduct regular follow-up meetings with assessments, allowing both parties to provide feedback on how the working relationship and tasks are functioning. It can be expected that the new employee has now gained a deeper understanding of the job and the practical aspects of daily work.
Key activities in this period:
- Ensure that the new employee is regularly followed up. The new employee should experience a sense of mastery and recognition.
- Conduct formal follow-up meetings.
- Evaluate the onboarding process as a whole, follow up on topics and actions from the last meeting, and introduce new relevant topics.
Key topics for evaluation:
- Is the development heading in the direction expected by both you and the employee?
- What does the employee contribute, and what are their strengths? What areas can be further developed?
- Is there a need for additional training or competence development in certain areas?
- Is the new employee enjoying their work, and how do they experience the working relationships?
- Is there a need to establish more connections or develop contacts and networks in the working relationship?
- How is the organization utilizing the employee's competence and input?
- What different expectations does the new employee have regarding the job?
- Is the new employee receiving sufficient ongoing support and assistance?
By addressing these questions and conducting regular follow-up meetings, the organization can ensure that the onboarding process is effective, the employee is integrating well into the team, and any additional support or development needs are identified and addressed