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You Hired Your New Employee - Now What?!

You Hired Your New Employee - Now What?!. Jennifer Hermonson Kevin Romejko Nancy Aldrich 2012 IAPD-IPRA State Conference. Session Overview. Recruiting and Hiring Best Practices Onboarding Your New Employees Coach Up or Coach Out! Q&A . Coach Up or Coach Out!. The key first 30 days.

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You Hired Your New Employee - Now What?!

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  1. You Hired Your New Employee - Now What?! Jennifer Hermonson Kevin Romejko Nancy Aldrich 2012 IAPD-IPRA State Conference

  2. Session Overview • Recruiting and Hiring Best Practices • Onboarding Your New Employees • Coach Up or Coach Out! • Q&A

  3. Coach Up or Coach Out! • The key first 30 days. • The key first 60 and 90 days. • 90 days and beyond. • What does it mean to coach up or coach out?

  4. The Key FIRST 30 Days • Should be a trial • Red Flags

  5. The Key FIRST 30 Days • If an employee is not working out within the first 25 days, start communicating with your Human Resources department, as you want to terminate the employee by day 30 of their employment. • By terminating them within the first 30 days of employment, your District should not be liable for the employee’s unemployment.

  6. The Key FIRST 90 Days • Most probation periods are 90 days. • What does a probation period really mean? • Can extend a probation period. • 90-Day Performance Review

  7. Coach Up or Coach Out! • Coaching an Employee Up: • Coach up in their current position • Coach up in a different position outside of the organization • Coach up to a different position within the organization OR

  8. Coach Up or Coach Out! • Coach an Employee Out • Coach out of their current position to a new position within the organization • Coach out of their current position to a different position outside of the organization • Progressive discipline and termination – NOT COACHING

  9. Coach Up or Coach Out! • Lay the foundation • Communication, Communication, Communication • Set expectations • How do they know the expectations without communicating the expectations to them • Hold the employee accountable to those expectation • Inspect what you expect • Provide necessary training, tools and resources Employee’s Path Start laying the foundation by setting expectations, holding the employee accountable, providing ongoing constructive criticism and performance feedback (SWOT: strengths, weaknesses, opportunities and threats), providing training, tools, resources, etc. to succeed.

  10. Coach Up or Coach Out! • What does Coach Up or Out Mean? • Coaching Up means coaching someone up in their current position or to a different position. • Coaching Out means coaching someone out of their current position and/or organization. Coach Up Coach Out Coach Up or Coach Out It is ongoing & different for each employee depending on the situation. Employee’s Path Start laying the foundation by setting expectations, holding the employee accountable, providing ongoing constructive criticism and performance feedback (SWOT: strengths, weaknesses, opportunities and threats), providing training, tools, resources, etc. to succeed.

  11. Coach Up or Coach Out! • May not want to move up. • May not be ready to move up. Coach them up in their position. Coach Up Coach Out Coach Up or Coach Out It is ongoing & different for each employee depending on the situation. Employee’s Path Start laying the foundation by setting expectations, holding the employee accountable, providing ongoing constructive criticism and performance feedback (SWOT: strengths, weaknesses, opportunities and threats), providing training, tools, resources, etc. to succeed.

  12. Coach Up or Coach Out! Coach them up into a different position inside the org. • Ready to move on. • Groom for a position. Coach Up Coach Out Coach Up or Coach Out It is ongoing & different for each employee depending on the situation. Employee’s Path Start laying the foundation by setting expectations, holding the employee accountable, providing ongoing constructive criticism and performance feedback (SWOT: strengths, weaknesses, opportunities and threats), providing training, tools, resources, etc. to succeed.

  13. Coach Up or Coach Out! Coach them up into a different position outside the org. • Ready to move on. • No room for movement in organization. Coach Up Coach Out Coach Up or Coach Out It is ongoing & different for each employee depending on the situation. Employee’s Path Start laying the foundation by setting expectations, holding the employee accountable, providing ongoing constructive criticism and performance feedback (SWOT: strengths, weaknesses, opportunities and threats), providing training, tools, resources, etc. to succeed.

  14. Coach Up or Coach Out! Coach them into a different position within the org. that better fits their strengths. • Good employee, just not the right fit. • Express interest in a different position. Coach Up Coach Out Coach Up or Coach Out It is ongoing & different for each employee depending on the situation. Employee’s Path Start laying the foundation by setting expectations, holding the employee accountable, providing ongoing constructive criticism and performance feedback (SWOT: strengths, weaknesses, opportunities and threats), providing training, tools, resources, etc. to succeed.

  15. Coach Up or Coach Out! Coach them out to a different position outside the org. • Good employee, just not right for the position. Coach Up Coach Out Coach Up or Coach Out It is ongoing & different for each employee depending on the situation. Employee’s Path Start laying the foundation by setting expectations, holding the employee accountable, providing ongoing constructive criticism and performance feedback (SWOT: strengths, weaknesses, opportunities and threats), providing training, tools, resources, etc. to succeed.

  16. Coach Up or Coach Out! • Poor performer. • Not a good fit for the organization. • STOP coaching and start them on a performance plan and/or progressive discipline. Progressive discipline and termination – NOT COACHING. Coach Up Coach Out Coach Up or Coach Out It is ongoing & different for each employee depending on the situation. Employee’s Path Start laying the foundation by setting expectations, holding the employee accountable, providing ongoing constructive criticism and performance feedback (SWOT: strengths, weaknesses, opportunities and threats), providing training, tools, resources, etc. to succeed.

  17. Coach them up into a different position within the org. Coach into a different position within the org. better fits their strengths. Coach them out to a different position outside the org. Coach them up into a different position inside the org. Progressive discipline and termination – NOT COACHING. Coach them up in their position. Coach Up Coach Out Coach Up or Coach Out It is ongoing & different for each employee depending on the situation. Employee’s Path Start laying the foundation by setting expectations, holding the employee accountable, providing ongoing constructive criticism and performance feedback (SWOT: strengths, weaknesses, opportunities and threats), providing training, tools, resources, etc. to succeed.

  18. Coaching Implementation • How do you start? • Are there forms? • Are there different coaching methods? • Is this tied to a performance review? • Others questions?

  19. Other Staff • How do you coach a big crew? • How much time do you invest if they might only be at your District for one season? • Other questions?

  20. Other Staff • AM or Shift Beginning Huddle • Hands-On Coaching • PM or End of Shift Debrief • Who runs/coaches the other staff?

  21. AM or Shift Beginning Huddle • Review prior day events • Recognize successes, positive compliments, etc. • Review best practices or teaching points. • Focus on your priority (safety, quality, quantity, etc.) • Set a plan for the day: • Who is doing what, when, how, etc.

  22. Hands-On Coaching • Coaching immediately. • Understand how your employees learn: • Show them first or • Verbally explain? • Have them repeat the process or show/explain to someone else.

  23. PM or Shift Beginning Huddle • Review day events. • Find out what worked, what didn’t work, etc. • Identify successes, best practices, etc. to share at the AM Huddle. • Share important or relevant information with the team (situations, safety, etc.). • Coach individually.

  24. Review of Coaching • IMPORTANT – DISCIPLINE IS NOT COACHING! • NOT A ONE-SIZE FITS ALL! • Situational coaching and is different for each person, each position, etc. • It can be completed with everyone, just at different levels. • Coaching up or coaching out may be used with anyone (depending on the size of your organization, etc.) • Daily huddles and debriefs may be used with everyone.

  25. Case Study • Do we want to insert questions that were e-mail to you Nancy here or do we want to complete the coaching session role play first?

  26. Discussion

  27. Summary

  28. Resources

  29. Questions?

  30. Appendix

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