I’ve spoken about hiring for potential and where do you draw the line? In my recent posts about how I approach the Hiring Process, which helps for when you’re bringing people into your team, but then what?

Now you have someone in the team, it’s important for them to understand what’s expected of them and how they know they’re doing a good job. Part of that is understanding how you contribute to the bigger picture, that could be how well your team is doing, or how well your company is doing. Career progression and opportunities in a large organisation are also important to people.

Here are a few pointers to think about: how to bring all that together. For an individual there are likely some opportunities you have spotted for growth, you can add this to their own performance measures and work together to come up with a plan of how to address these gaps.

This may seem a lot of work up front, but it will soon save a lot of effort in the future and once you start to build up your own frameworks and documentation, it’s a case of maintenance in the same way you need to look after your garden. The larger your team/company, the more you will need to do.

• Hiring Process
• Onboarding to ways of working
• Progression Framework
• Personal Expectations and Performance record
• Team standards, along with scoring
• Link to company vision/measures