Setting goals for a better start

For new employees, the onboarding period is often a stressful and confusing time. They have a lot to learn about their new organization, team and role. Without any kind of structure, the first days and weeks in a new job can be overwhelming. This is where setting (short-term) goals comes in

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Goals as the fundament

Setting short-term goals is an excellent way to get new employees started from day one. These goals should not be too stressful or complicated, but rather simple, easily accomplished tasks to familiarize new employees with the organization, their new team members and their roles

Setting goals for themselves

The importance of employees setting their own goals should not be underestimated. When employees are actively involved in setting their own goals, they feel more responsible for achieving them. They have a deeper understanding of what is expected of them and are better able to focus on the tasks and accomplishments that are most relevant to their jobs. This leads to a sense of ownership and empowerment, which in turn boosts employee motivation and productivity. Moreover, setting personal goals can help align employees’ professional development with the organization’s broader goals, creating a win-win situation that promotes both individual growth and organizational success

Setting goals at onboarding; an example

An example of such goals:

Name: Jaap de Jong

Function: salesman

Start date: January 10

• • New Objective: To arrange a meeting with Willem Alexander and Máxima to find out about their role in the organization and how you will work with them in the future. Complete by: January 14

• • New Purpose: To read the product marketing materials on our website to better understand the selling points of the product. Complete by: January 17

• • New Purpose: Get acquainted with our company’s core values, you can find them through the interactive experience we created together with ENBOQ. Complete by: January 12

• • New Purpose: Call 6 customers based on information provided and attempt to arrange appointments to discuss contract renewals. Complete by: January 19

Now the employee has a clear idea of what is expected of him during the first few days in his new position. By completing these goals, he gets to know people on his team, gets acquainted with company policies and begins to perform tasks expected of him in his role

Self-set goals: the key to a successful start

By setting goals that are relatively easy to complete, you ensure that new employees can start successfully. This gives them a positive experience in their first few days. It is also important to record these goals easily, so employees can always look back on what needs to be done

If new employees don’t have goals to complete, they may feel lost or bored without a sense of purpose. On the other hand, if the goals are too difficult or not clearly explained, they may feel defeated before they have even started

Targets monitoring

Progress against these goals can be monitored during the regular check-in conversations between the new employee and their supervisor. At the end of the week, the manager and the new employee will review the goals, update progress and check off completed goals. If the new employee has not been able to complete the tasks, this may be a sign that he is struggling or lacks the necessary resources, upon which the manager can take steps to help

As soon as the manager is confident that his new team member has settled in and successfully achieved all the goals set, they can set more challenging goals together that take several weeks or months

Summary

By breaking down new employees’ tasks into clear short-term goals, you make the onboarding process easier, smoother and more productive for everyone