New Hires and the Transition Period for a Business

» Home » Blog » New Hires and the Transition Period for a Business

3C - Article - 031115 _imageFor many new employees, their first day at a new job can bring back memories of starting at a new school. And it isn’t dissimilar; new employees have to familiarize themselves with new faces, procedures, and responsibilities. This period can be stressful for managers and supervisors as well, since they need to make the new hire feel comfortable and welcome on top of training them.

It is imperative that you be prepared for new employees from the moment that they’re hired. A new staff member’s work space should also be well prepared in advance and reception should be made aware of their first day. These and other steps can be taken to ensure that a new agent’s first 90 days at your organization go smoothly;

Go Beyond Simple Orientation

If you want your new agent to be successful, you must make them familiar with the organization’s goals. Observe them carefully as they start projects and duties in their first few days, so you can assess their productivity. The goal of this is to reduce the turnover rate and encourage your agents to stay with your organization. This period can give you the chance to try new approaches and make corrections if necessary.

Focus on Orientation Early

The world of business is changing rapidly, meaning more and more employees are looking for jobs they can use to build their skills. As a result, they often only spend a short time at an organization; this puts pressure on managers to find ways to retain employees.

That’s why it is imperative that managers make sure that goals are communicated clearly during the first 90 days. A high turnover rate can have a negative effect on your bottom line and the morale of your other agents. During this period your focus should be on retaining new employees, since you have a relatively short time period in which to do this. There are many strategies you can use, but note that a one-size-fits-all approach won’t do. Create a retention program that can be customized for each new employee through e-mails, meetings, and other events.

Making a New Hire Feel Welcome

It is important that you make new staff feel welcome as soon as they walk through the door on their first day and ensure they are set up with everything they need. Be there for them and find a way to celebrate their first week, since they should start to get settled in. Asses the new hire’s performance every 15 days for the first 45 days they are with the organization, followed by a final assessment at the end of 90 days, the typical probationary period for most companies.

Some other tips include having an open-door policy and providing the new agent with long- and short-term goals. And make sure that the new hires are included in any events at the beginning, even if it’s something as minor as coffee and donuts.

3C Contact Services Inc. provides its clients with top-quality, best-of-class outsourced contact center services. Specializing in customer retention strategies, 3C Contact Services has a dedicated and well-trained team of customer support specialists who provide excellent service, delivered consistently in a timely and cost-effective manner. To learn more about 3C Contact Services Inc., visit the company’s web site at or contact 3C Contact Services at 1-888-353-2335 or via e-mail at


Dubois, L., “How to Make an Employee’s First 90 Days Successful,” Inc. web site, December 13, 2010;