Your New Hire's First 90 Days: Make Them Count

Bringing a new person into your team is a big investment. The first three months, often called the 90-day probation period, are crucial. This isn't just about checking if they're a good fit; it's about making sure they feel welcome, supported, and productive from the start.

Planning Before Day One

A good start begins before your new hire walks through the door. Preparation shows you're organised and excited for them to join. Think about the basics, but also what makes them feel part of the team quickly.

Have their workstation ready, whether that's a desk, computer, or safety equipment. Make sure their login details are set up and working. A clear induction schedule for their first few days avoids any awkward silences. Assign a buddy or mentor from the team. This person can answer small questions and introduce them to colleagues. If you're hiring for a freight forwarding role (LME currently has 17 such vacancies), remember they'll need quick access to specific systems.

Setting Clear Expectations

New employees want to do well, but they need to know what 'well' looks like. Don't assume they'll just figure it out. Clear goals and regular feedback are key, especially in the busy world of transport or warehousing where LME has 5 and 10 current vacancies respectively.

Establish clear, measurable goals for the first 30, 60, and 90 days. These should be achievable and relevant to their role. For example, learning specific software or handling a certain type of consignment. Schedule regular check-ins, perhaps weekly for the first month, then fortnightly. This is your chance to offer feedback and for them to ask questions. Discuss company culture and values explicitly. Help them understand how their role fits into the bigger picture of your shipping or logistics operation.

What to do this month

• Review your current onboarding checklist for new starters, especially for roles like driving or warehousing.
• Identify a 'buddy' or mentor for any upcoming new hires; brief them on their role.
• Draft a 30-day mini-plan for a generic new role, focusing on initial training and introductions.
• Schedule a date for a 90-day review with any employees currently in their probation period.
• Talk to your team about what made their own first few months positive or challenging.