Month 3 — Performance & Execution

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By the third month, the employee should be focused on performing and executing their strategy. They’ve had time to learn about the company, how the team works, and how everyone is performing. Now it’s the time for them to focus on completing work and fulfilling the duties of their position if they aren’t already.

At the end of their third month, it will be time to check in on their entire three month period, evaluate their performance towards their goals, check what is left, and plan for their future.

After the First 90 Days
You’ve hired superior talent and have onboarded them successfully. They’ve integrated georgia phone number resource with their team and are surpassing all their goals. Now, how do you retain them?

There’s no shortage of research showing the ineffectiveness of traditional annual performance reviews. If you want to retain your talent, encourage managers to have regularly-scheduled check-ins or one-on-one conversations with their employees. This is the perfect opportunity to provide recognition and feedback — both of which have been shown to increase engagement and decrease turnover.

Software Makes It Easier
Managing new-hire documents and deadlines for multiple departments can be a nightmare — even for the most-organized HR pros. Digitizing your onboarding process and documents not only provides a better experience for your new hires, but it also allows HR to spend time on more meaningful tasks like performance management and employee engagement.