Setting Employees Up for Success from Day One

Even as early as the interview process, one topic that always comes up when you’re bringing a new hire onboard is training. Creating a formal, lengthy, training process doesn’t have to be an overwhelming task for leadership teams and hiring managers, but it’s still an important part of onboarding your new hire so that they are set up for success in their new role


The PEAR team uses what we call a “New Hire Success Plan” both internally and with our clients. It’s an easy process to implement that keeps managers and employees accountable for growth and development.


Our New Hire Success Plans are a list of goals that you want to see your new hire achieve over the course of the year. Each quarter, the goal is broken down into smaller steps that the employee will take to reach that goal. Every 90 days, there’s a check-in to talk about accomplishments and evaluate.


Here’s why it works:

  • Clear expectations are set from the beginning: Managers communicate the goals to the employees, and employees are clear on what’s expected of them. When expectations are set, employees have more confidence because there’s no confusion about the direction they’re expected to go.
  • It’s a great employee retention tool: Even beyond onboarding, employees value continued professional development and want the opportunity to learn and grow. Showing your employees that you’re investing in them is a great way to keep them onboard.
  • Training is planned in advance with intention: When a manager puts together a success plan for a new hire, goals are customized for each person or position, and the plan is in place ahead of time, so trainings are consistent. It can also be a huge timesaver to have a template for each position and simply modify appropriately based on the new employee’s past experience.
  • Communication between managers and new hires increases: Regular check-ins become part of the process and opens up the lines of communication between the managers and employees. Feedback is communicated more regularly, and positive or re-directive feedback can be specific based on the goals of the success plan.
  • Employees are also accountable for their own success: It empowers the employee to be involved in their own training. Having employees participate in their goal setting keeps them motivated and engaged.


Employee training doesn’t have to be intimidating project to put in place at your company, and it’s a valuable retention strategy that benefits the company and your employees.


Email me to find out how PEAR can help you create New Hire Success Plans and set your team up for success!!


Stephanie Quinn, SHRM-CP – Director of HR, PEAR Core Solutions, Inc. –