The Metiss Group's Blog

Recruiting does not end when a new employee starts. It is important to cement retention during the first 90 days of employment. Make sure the employee’s desk is prepared for their first day.  Do they have a computer? Are their phones ready? Is their work area ready?  Do you have a plan for their first few days, including lunch?  And most important of all: do they understand their accountabilities?

Meet with your new direct report on their first day, and on a regular basis during the first 90 days to provide and receive feedback and review their accountabilities. Check in with the new direct report at 30, 60, and 90 days to see if their expectations match reality, whether they have all of the resources they need, and to provide mutual feedback.

Have a plan and provide adequate training and resources for your new direct report so that they can be successful. This doesn’t mean just providing them with manuals to read.  Have them shadow people in different areas or have some of your most experienced people share war stories.  If they must read manuals, schedule breaks at various sections of the manual to discuss application of what they read to the work they will be doing.

Consider all of the resources it took to recruit this individual. Isn’t it worth it to cement the relationship now that you have made the hire and empower them for success?

We all have varying degrees of steadiness.  Some of us are focused, unyielding, and undeterred by distractions.  Some of us are flexible, multi-tasked, and enjoy distractions.  Some of us are a little of both.

How does the ubiquity of technological distractions today impact our ability to be productive?  How do the super-steady types avoid getting frustrated with all the interruptions.  And how do the easily distracted types garner enough focus to finish anything?

The answer is: we adapt to the situation for short periods of time.  Our ability to adapt is largely a function of our cognitive abilities.  We must continuously adjust our natural style and what feels comfortable to either block out the interruption or respond to it.  Those with strong  cognitive abilities are likely to be most successful in today’s work environment.

Are your direct reports developing their cognitive abilities?  Are you screening new-hire candidates for their thinking?  Empower your direct reports to focus on their critical thinking skills and they will be successful.

1. Job not as expected
2. Job doesn’t fit talents and interests
3. Little or no feedback/coaching
4. No hope for career growth
5. Feel devalued and unrecognized
6. Feel overworked and stressed out
7. Lack of trust or confidence in leaders