30-Day Development Review For Field Employees

Steven Cesare, Ph.D.

A well-read business owner from Missouri called me the other day to inquire about potential best practices to improve the quality of his company’s New Employee On-boarding Program. Fabulous! Any time an owner is authentically devoted to fostering a positive entrance for new employees into his organization, it’s time for a standing ovation.

We all know it; we all believe it; but not all of us act on it: Employees never forget a first impression.

Sequentially configured, the owner and I discussed the role of a robust New Employee Orientation Program, current documents (e.g., job description, tandem performance appraisal form, employee handbook), a well-planned training schedule, the career ladder, and culture components (e.g., Mission Statement, Core Values, Success Behaviors), all intended to promote employee enthusiasm, productivity, and retention.

As a capitalist, I then introduced the notion of a 30-Day Development Review as the capstone to the New Employee On-boarding Program to calibrate employee accountability, illustrate the company’s emphasis on coaching, and clarify exact performance expectations going forward. This simple process does not imply a pay raise, though it clearly conveys the company’s investment in the new employee.

Each item is evaluated on a “Yes/No” basis, followed up with a one-on-one session between the employee and his/her Field Supervisor, to promote alignment, communication, and success. Nothing too deep, thorough, or bureaucratic; just a simple, short-term snap shot of how the new employee is performing.

1) Has the employee shown up to work on time each day of employment?
2) Has the employee missed any days of work since the date of hire?
3) Has the employee attended all safety tailgate sessions?
4) Has the employee been injured on the job?
5) Has the employee worn all appropriate PPE at all times since the date of hire?
6) Has the employee complied with all meal period guidelines since the date of hire?
7) Has the employee complied with all rest break guidelines since the date of hire?
8) Has the employee received any disciplinary action since the date of hire?
9) Does the employee know the Company Mission Statement?
10) Does the employee know the Company Core Values?
11) Does the employee demonstrate proper lifting techniques at all times?
12) Does the employee comply with all safety policies at all times?
13) Does the employee un/load materials from the trucks/trailers safely at all times?
14) Does the employee know how his/her behavior contributes to Company success?
15) Does the employee complete all work-related tasks efficiently at all times?
16) Does the employee know his/her job expectations for each assigned job site?
17) Does the employee understand the job quality program rating standards?
18) Does the employee complete all tasks to a high degree of job quality at all times?
19) Does the employee demonstrate proper customer service behaviors at all times?
20) Does the employee demonstrate proper gardening/construction skills at all times?
21) Does the employee plant vegetation correctly at all times?
22) Does the employee use all hand tools safely and efficiently at all times?
23) Does the employee use all lawnmowers, weed eaters, blowers, etc. safely and efficiently at all times?
24) Does the employee handle all chemicals safely and efficiently at all times?
25) Does the employee use the chain saw safely and efficiently at all times?
26) Does the employee use the trencher safely and efficiently at all times?
27) Does the employee use the aerator, de-thatcher, auger, etc. safely and efficiently at all times?
28) Does the employee treat all employees with respect at all times?
29) Does the employee work as a collaborative team member at all times?
30) Does the employee improve work team morale at all times?

In parallel to this process, I also introduced a similar review form for new administrative employees to the business owner, which I will present in next week’s posting.

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