In our last blog post, we looked at a new executive’s welcome and orientation. In this post, we are going to look at how to set new executive hires up for success by clarifying roles and expectations.
Clarifying roles and expectations is a fundamental step in the onboarding process for new executives. This phase involves detailed discussions about job responsibilities, performance metrics, and short-term goals, ensuring the executive has a clear understanding of their role within the company.
Why Clarifying Roles and Expectations is Crucial
Clear role and expectations clarification helps to avoid misunderstandings and ensures that the new executive can start effectively. When executives know exactly what is expected of them, they are more likely to perform well and contribute to the company’s strategic goals.
Practical Tips for Role and Expectations Clarification:
Job Description Review: Go over the job description in detail, ensuring the executive understands all aspects of their role. This review should cover key responsibilities, deliverables, and reporting structures.
Set Clear Goals: Establish clear, measurable objectives for the first 90 days, aligning them with the company’s strategic priorities. These goals provide direction and focus for the new executive.
Regular Check-Ins: Schedule regular check-ins to discuss progress, provide feedback, and adjust goals as necessary. These touchpoints ensure the executive stays on track and receives the support they need.
Performance Metrics: Define specific performance metrics and key performance indicators (KPIs) that will be used to evaluate the executive’s performance. Clear metrics provide a transparent basis for assessing success and identifying areas for improvement.
Implementing Role and Expectations Clarification Effectively
Start by scheduling a series of meetings between the new executive and their direct supervisor to discuss the job description, goals, and performance metrics in detail. These meetings should be collaborative, allowing the executive to ask questions and provide input.
Create a 100-day onboarding plan that outlines key milestones and deliverables for the new executive. This plan should be shared with relevant stakeholders to ensure alignment and transparency.
Regularly review and adjust the onboarding plan based on the executive’s progress and feedback. This iterative approach ensures that the executive’s onboarding experience is responsive to their needs and the company’s evolving priorities.
Return to the previous post in our series here, or see the next post here.
Chew On This:
How might clearly defining expectations in the first 90 days improve an executive's focus and alignment with your company's strategic goals?