2018-05-17 | Yunas Akhtar Clausen
It seems sort of aggressive to indicate that the employee has to improve before they start their employment. But what is meant by this is, that the same ideas that a PIP process entrails can be translated to a preboarding process.
This was inspired by one reason I have learned, to have I PIP process. If it appears that the employee can benefit from further training, they have had a period of absence, where they have missed important meetings and training.
For this point to work, it is important not to forget the reality of the new employee. It must be noted, that all these inspired this post, and must, of course, be rewritten, to fit with a preboarding process.
A process where the new employee is transitioning from either unemployment or from another company to yours.
So, for the purpose of Preboarding, we are going to pick and choose the things we can use and discard the rest. The most important thing is, that most of this process has to present in such a manner, that it's easy for the new employee to comprehend, so you don't overburden them even before they start.
As an example can Specific and measurable objectives that are achievable, relevant and time-bound (otherwise known as SMART goals), can be used and rewritten to make a plan with a goal of what you and the employee want to achieve beginning om the employment. You can set benchmarks for the what goals should have been reached in both you and the employee mind in the first 30, 60 and 90 days. This way first 90 days have already been mapped, which is the average onboarding time. This way both you and the employee are more secure, and chances are easier to make.
These changes can be planned as part of the Preboarding as well since you can put in planned meetings with the new employee, where you discuss how the onboarding is running along. These meetings could easily be on the 30-, 60-, 90-day benchmarks. This is also where management presents what they can do or provide to assist the employee in achieving these goals.
What I take from PIP is essentially, how to help the employee improve itself in the new position and find the best way to introduce them to the company culture. To use this as part of the pre-boarding process, you give them the plan you have made together, so when onboarding commences, the employer and the new employee are already intimate with your expectations for each other. Thereby you help to lessen the new employee's insecurities
This is meant as help and guideline to the new employee to help them assimilate properly into the company, not as a stick to beat productivity into his or her mind. But that being said, who says you can't plan for inclusivity?