5 steps to getting the best from your new employee


How many times have you hired a new employee at your setting, only to find the following happens?

  • They’re making too many mistakes
  • They’re not doing their job correctly
  • They don’t understand what they’re supposed to do
  • They’re underperforming

If you find this is happening quite often when you take on new staff, it could be worth going back and checking your recruitment and training processes.

Here’s a 5 step guide to getting the best from your new employee:

1. Provide a job description

New employees aren’t telepathic and need to be provided with a clear job description so they know what’s expected of them. When they start (or before their first day!), provide them with a copy of their job description so they know exactly what they’ll be responsible for. This can clear up any confusion from the beginning.

2. Be picky when choosing CVs

When you’re looking through CVs, make sure you choose candidates who have the skills and experience that closely match what you’re looking for. Although some candidates can look very promising, if they don’t have the qualities you need to do the role then it would be a huge gamble to invite them for interview and offer them the job.

3. Delve deeper during the interview stage

Although you may be short on time and have a million things to do, don’t ‘wing it’ when interviewing candidates.  Jot down a list of specific questions which will help you determine if someone would be really right for the role. Ask questions which require them to provide real–life examples, for example e.g “Tell me about a time when you…” – instead of asking questions which only require a yes/no answer.

4. Establish a probation process

Make sure you have a clear probation process. Part of this could involve holding review meetings with your employee staggered across different intervals, such as at 30, 60 and 90 days. This will give you a chance to identify and discuss any weaknesses in performance in the early stages.

5. Set objectives early on

Set objectives from the very beginning of the probation and make sure that, during your review meetings, you discuss your employee’s progress towards them. This will help them understand what’s required of them to successfully complete their probation. There’s no point in complaining about underperformance if your employee has no idea what exactly you want them to achieve!

Follow these 5 steps to ensure that when you take on a new employee, you get the best performance from them from the beginning.

Need another pair of hands at your setting? We can help!

Learn more 2



Leave a Reply

Your email address will not be published. Required fields are marked *