{"id":79,"date":"2017-09-14T14:13:02","date_gmt":"2017-09-14T14:13:02","guid":{"rendered":"https:\/\/dixon-appointments.ap.applyflow.com\/employers-recruit-news-equip-new-employees-for-success\/"},"modified":"2024-12-12T19:02:19","modified_gmt":"2024-12-12T19:02:19","slug":"equip-new-employees-for-success","status":"publish","type":"page","link":"https:\/\/www.dixonappointments.com.au\/employers\/recruit-news\/equip-new-employees-for-success\/","title":{"rendered":"Equip New Employees for Success"},"content":{"rendered":"

Equip new employees for success<\/h1>\n

…by helping them set short-term goals\"\"<\/em><\/h4>\n

by Charlotte Garner<\/em><\/p>\n

 <\/p>\n

In many cases, when new employees commence with an organisation, they lack a feeling of value to their team.  They are often given a desk, a brain dump of information and expected to start working.  And, even though they may also be offered a mentor or ‘office buddy’ to answer queries or ‘show them the ropes’, they can still experience a sense of abandonment and a feeling of being a less than effective employee.<\/p>\n

If you want your new employee to feel a valuable part of your team, help them by setting some short-term goals!<\/strong><\/p>\n

What are short-term goals<\/strong><\/h3>\n

Short-term goals are ones that you will achieve in the near future (eg, in a day, within a week, or possibly within a few months).  Short-term goals provide guidance on a day-to-day basis to meet a specific objective.<\/p>\n

They are generally goals that support long-term objectives.  For example, if the long-term goal is measured in months, then the short-term goals should be achieved in just a few days, or a couple of weeks.<\/p>\n

How short-term goals offer support<\/strong><\/h3>\n

Short-term goals can provide simple, measurable and meaningful ways for the new employee to engage with and demonstrate value to the new organisation.  They quickly feel like a valuable part of the team as they are able to jump in and contribute immediately and experience plenty of opportunities to demonstrate their skills right away.<\/p>\n

With some simple, strategic goal-setting, you can avoid wasting time and productivity while you wait for your new employee to learn the ropes and get the results you hired them for.<\/p>\n

Not only will well-defined, short-term goals benefit the individual, but they benefit your organisation.<\/p>\n

Setting short-term goals<\/strong><\/h3>\n

Short term goals work best if they include the following:<\/p>\n

    \n
  1. Defined objectives that enable new employees to apply existing expertise and past experience to the present needs of the organisation.<\/li>\n
  2. Clear and measurable expectations in terms of what is required.<\/li>\n
  3. A clear commitment from the new employee of the actions required to achieve the goals.<\/li>\n
  4. Establishment of a measure of accountability by which both the organisation and new employee can assess performance.<\/li>\n<\/ol>\n

    When you choose a goal and set yourself a time limit, you increase the odds of achieving that goal by a huge factor.  Just setting a specific target for yourself helps to motivate you to put in the extra work to achieve the outcome.  And when your extra efforts move you along your timeline, you get another huge morale boost.<\/p>\n

    Examples of short-term goals<\/strong><\/h3>\n

    A short-term goal might be a stepping stone on the way to a larger goal.  For example, if your big goal is to become a millionaire in ten years, your short-term stepping stone might be to shadow your sales team's best performer and apply their strategies to your own sales.<\/p>\n

    Here are some other examples.<\/p>\n