Starting a new job can be both exciting and nerve-wracking. For new employees, the first 90 days are crucial in setting the tone for their entire journey with the company. During this period, providing regular feedback is not just beneficial—it’s essential. Let’s explore why feedback plays such a vital role in the early stages of employment and how it contributes to new hire success and retention.
The Importance of the First 90 Days
The initial three months of employment are often referred to as the “onboarding period.” This time is critical for several reasons:
- It’s when new hires form their first impressions of the company
- They learn about their role and responsibilities
- They begin to integrate into the company culture
- They start to build relationships with colleagues and superiors
Research shows that a strong onboarding process can improve new hire retention by 82% and productivity by over 70%. Feedback is a key component of this process.
Why Feedback Matters in the First 90 Days
Providing feedback during the initial months of employment offers several benefits:
1. Clarifies Expectations: New hires often struggle with understanding what’s expected of them. Regular feedback helps clarify these expectations, reducing anxiety and improving performance.
2. Accelerates Learning: Timely feedback helps new employees learn faster, allowing them to correct mistakes and reinforce positive behaviors early on.
3. Builds Confidence: Positive feedback boosts confidence, while constructive criticism provides opportunities for growth. Both are crucial for new hires finding their footing.
4. Enhances Engagement: When new employees receive regular feedback, they feel valued and more connected to their work and the organization.
5. Identifies Issues Early: Regular feedback sessions can reveal potential problems or misunderstandings before they become significant issues.
Types of Feedback to Provide
Effective feedback during the first 90 days should be:
1. Frequent: Don’t wait for formal review periods. Provide feedback regularly, ideally weekly or bi-weekly.
2. Specific: Vague feedback isn’t helpful. Provide concrete examples and actionable advice.
3. Balanced: Offer both positive reinforcement and constructive criticism.
4. Timely: Address issues or successes as soon as possible after they occur.
5. Two-way: Encourage new hires to provide feedback on their experience as well.
Implementing a Feedback System
Creating a structured feedback system for new hires can seem daunting, but it doesn’t have to be complicated. Here’s where TeamBotic can help. Our platform simplifies the process of collecting and delivering feedback, making it easier for both managers and employees.
With TeamBotic’s Pulse Check feature, managers can regularly gauge how new hires are feeling about their role and the company. This quick and easy method allows for early detection of any issues or concerns.
The Team 360 feature is particularly useful for new hires working in team settings. It allows for peer feedback, giving a more comprehensive view of the new employee’s integration and performance.
Overcoming Challenges in Providing Feedback
While the benefits of feedback are clear, there can be challenges in implementing a robust feedback system:
1. Time Constraints: Managers often struggle to find time for regular feedback sessions. TeamBotic’s ad-hoc feedback feature allows for quick, in-the-moment feedback that can be logged and discussed later.
2. Discomfort with Giving Feedback: Some managers find it difficult to provide constructive criticism. Regular practice and clear guidelines can help overcome this.
3. Fear of Demotivating New Hires: There’s often a concern that too much criticism could discourage new employees. The key is to balance positive and constructive feedback and to frame criticism as opportunities for growth.
4. Lack of Structure: Without a system in place, feedback can be inconsistent or forgotten. Using a platform like TeamBotic can provide the necessary structure and reminders.
The Long-Term Impact of Early Feedback
The effects of providing regular feedback during the first 90 days extend far beyond the onboarding period. Studies have shown that employees who receive frequent feedback during their initial months are more likely to:
1. Stay with the company longer, reducing turnover costs
2. Reach full productivity faster
3. Report higher job satisfaction
4. Develop stronger relationships with their managers and colleagues
5. Take on more responsibilities and show initiative
Conclusion
The first 90 days of employment set the stage for an employee’s entire tenure with a company. By prioritizing feedback during this crucial period, organizations can significantly improve new hire success and retention. It’s not just about correcting mistakes; it’s about building confidence, clarifying expectations, and fostering a culture of open communication.
Implementing a robust feedback system doesn’t have to be complicated. With tools like TeamBotic, companies can easily integrate regular feedback into their onboarding processes. By doing so, they invest in their new hires’ success and set the foundation for a more engaged, productive, and satisfied workforce.
Remember, feedback is not a one-time event but an ongoing process. Start strong in those first 90 days, and you’ll set your new hires—and your company—up for long-term success.