Step 4. Summarize the first week

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At the end of the first week, it is recommended to arrange a one-on-one meeting with the new employee to discuss his first impressions. This is important despite the fact that communication has already taken place during the week.

Step 4. Summarize the first week

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Such a meeting will allow you to understand how the newcomer's adaptation actually went. At this stage, it is important to ask targeted questions:

What is your impression of the first week of work?

What challenges did you face?

Are there any colleagues you haven't had a chance to meet yet?

What exactly did you like this week?

Answering these questions will help improve the onboarding process for future newcomers.

At the meeting, it is important bangladesh email list to provide feedback on the results of the first working week, identifying both positive and negative aspects of the work. For example, praise the employee for deeply studying the company's products and explain that contact with colleagues outside of working hours should be avoided.

In the future, such meetings can be held less frequently - once every two weeks or once a month.

Step 5. Assess what you have accomplished from the plan at the end of the trial period
Schedule a review meeting with the employee at the end of the third month of employment to discuss completed tasks and achievements. At this meeting, it is important to:

Assess what has been accomplished from the task plan.

Share your opinion about the employee's work, highlight his strengths and areas for improvement.

Get feedback from the employee about his impressions, possible difficulties and suggestions for improving the work process.

If a decision is made to continue cooperation, discuss the team’s future plans and prospects for the employee.

This meeting helps to sum up the adaptation period, strengthen relationships and outline further steps for development.


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Evaluation of the effectiveness of new employee adaptation
To collect data correctly, certain conditions must be met:

Setting up a frequency : Determine the time periods when data will be measured. This could be a week, a month, or another time interval. The main thing is that the deadlines are strictly observed.

Segment your data : Separate your data by team or department. This approach allows you to get a more accurate picture and assess the effectiveness of onboarding in different parts of your organization. For example, employee turnover may differ significantly between retail locations and call centers compared to the finance department. Mixing these data together can distort the overall picture.

Consider regional differences : Consider differences between regions. For example, employee turnover in large cities may be higher than in smaller cities with smaller populations.

Effective data collection and analysis allow companies to better manage the onboarding system for new employees.

No show on the first day
This metric can also be called the "pre-hire retention rate":

Retention rate to acceptance = number of offers submitted on day one / number of offers accepted

Let's assume that 10 offers were sent out, all of which were accepted. However, only 4 employees showed up for work, the rest did not show up without warning. In this case, the coefficient will be: 10 / 4 = 2.5.

Whether this is a good metric depends on the specific department or team for which it is calculated.