Learn the best practices for providing feedback and coaching to new hires, and how to avoid common onboarding mistakes that can hinder their performance and engagement.

Feedback is one of the great ways to learn and grow and I believe the first part of any onboarding process should be setting the right expectations there should be regular decided slots for feedback sessions in the onboarding process. So that the person also understands the importance and is mentally ready for the feedback talk we should also make sure to make the feedback look more constructive as this becomes a motivation for a person, especially for the new hires and interns. The feedback during the onboarding process should be both ways as this helps the person to grow and enhance the onboarding process as well.

Last updated on Aug 5, 2024

What are the best practices for providing feedback and coaching during the onboarding process?

Onboarding is a crucial process for new hires to learn the ropes, get to know their colleagues, and align with the company's goals and culture. However, it can also be a challenging and stressful time, especially if they don't receive adequate feedback and coaching along the way. In this article, we'll discuss some of the best practices for providing feedback and coaching during the onboarding process, and how to avoid some common onboarding mistakes that can hinder the new hire's performance and engagement.

1 Why feedback and coaching matter

Feedback and coaching are essential for any employee, but especially for new hires who are still acclimating to their new role and environment. Through feedback and coaching, new hires can gain a better understanding of the expectations and standards of their job and the company, recognize their strengths and areas for improvement, receive recognition and encouragement for their achievements and efforts, learn from their mistakes and overcome challenges, develop their skills and competencies, and build trust and rapport with their manager and peers. This is an invaluable opportunity to help them grow and succeed in their new role.

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Simone Tai, B. Ed., CHRP

Learning & Development | Training Coordinator | Internal Communications | Onboarding | Member of the Top 2% Creator Community on LinkedIn | LinkedIn Audio Beta-tester | Ideas Person | Facilitator at L&D Workplace Magic
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Being a newbie is not always easy. You left a role where you knew the ins and outs, you had everything set up, you were successful. Now, you can’t even find a colleague’s extension number, you can’t find the files you need, and you’re not feeling like the high-performer you know you were and are! You’re at the bottom of your S-Curve, as @Whitney Johnson writes in her book, Smart Growth. You can climb that growth curve faster when you’re given the right information in the onboarding phase.

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2 How to give effective feedback

Giving effective feedback to new hires is an ongoing process that should be timely, specific, and constructive. To ensure success, it is important to set clear and measurable goals and criteria, provide feedback regularly and frequently, and balance positive and negative feedback. Additionally, the SBI model should be used to describe the Situation, the Behavior, and the Impact of the behavior. Furthermore, it is essential to ask for the new hire's perspective and input, listen actively and empathetically, offer suggestions and resources for improvement, and follow up on the progress and results. By doing so, feedback can be an effective tool for growth and development.

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Parv Taneja

Implementation Analyst US/LATAM @MoEngage
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Feedback is one of the great ways to learn and grow and I believe the first part of any onboarding process should be setting the right expectations there should be regular decided slots for feedback sessions in the onboarding process. So that the person also understands the importance and is mentally ready for the feedback talk we should also make sure to make the feedback look more constructive as this becomes a motivation for a person, especially for the new hires and interns. The feedback during the onboarding process should be both ways as this helps the person to grow and enhance the onboarding process as well.

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✨Stephanie Hanes

Talent Management Leader
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Before providing feedback to new employees on their performance, be sure to set expectations upfront. They should understand their role, responsibilities, and their short-term performance and development goals first. Once you have that foundation, facilitating ongoing and regularly scheduled 1-on-1 meetings will allow you to track progress and provide constructive feedback. Additionally, leveraging tools like the MBTI or Predictive Index are great ways for leaders to better communicate and coach their new employees, by understanding their unique drives and needs as well as communication preferences.

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3 How to coach for success

Coaching new hires is not just about telling them what to do, but rather helping them to uncover and develop their own potential and solutions. To do this, coaches can help them to gain clarity on their goals and action plans, explore different options and alternatives, analyze and solve problems, apply and practice new skills and knowledge, reflect and learn from their experiences, and grow and evolve as professionals and individuals. To ensure success, coaches should use the GROW model to establish the Goal, assess the Reality, explore the Options, and agree on the Way forward. Additionally, coaches should ask open-ended and probing questions that stimulate thinking and learning, use active listening and paraphrasing to show understanding and support, provide constructive feedback and praise, and empower and motivate the new hire to take ownership and responsibility for their actions and results.

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Max Casper SHRM-CP

Senior Associate HR Modernization @ Cognizant | Talent Strategy | Change Management | Program Management | Project Management | Workday HCM
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Weekly 1:1 meetings in the first 90 days can prove helpful as the employee acclimates into the company. Prior to the meeting, it is a good idea for the manager/coach to gather feedback and provide this in the meeting. Encouragement and reassurance when starting a new job never hurts.

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4 What to avoid when providing feedback and coaching

Providing feedback and coaching to new hires is essential for onboarding success, however, it can be detrimental if done incorrectly. To ensure the best outcome, it is important to avoid common mistakes such as giving vague, generic, or irrelevant feedback that does not meet the new hire's individual needs and objectives, giving too much, too little, or inconsistent feedback that confuses or overwhelms the new hire, giving feedback that is harsh, personal, or judgmental that demoralizes or discourages the new hire, giving feedback that is not in line with the company's values, culture, and vision, coaching without establishing trust, rapport, and mutual respect with the new hire, coaching without understanding the new hire's learning style, preferences, and motivations, coaching without setting clear and realistic expectations and boundaries, and coaching without providing adequate support and resources for the new hire. To ensure the best outcome, it is important to be mindful of these mistakes and take the necessary steps to avoid them.

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Simone Tai, B. Ed., CHRP

Learning & Development | Training Coordinator | Internal Communications | Onboarding | Member of the Top 2% Creator Community on LinkedIn | LinkedIn Audio Beta-tester | Ideas Person | Facilitator at L&D Workplace Magic
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Remember, you hired the person because you thought they could do the job. Don’t start second-guessing your decision. Your job is to help them succeed and deliver on the potential you saw. Provide coaching; don’t sweat the small stuff.

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5 How to measure the effectiveness of feedback and coaching

Feedback and coaching are not just inputs, but outputs that should lead to tangible and measurable outcomes for the new hire and the company. To measure the effectiveness of feedback and coaching during the onboarding process, one should track and evaluate the new hire's performance and productivity indicators such as quality, quantity, speed, accuracy, and efficiency of their work. Additionally, assessing the new hire's engagement and satisfaction levels, such as their commitment, motivation, morale, and retention, is essential. Furthermore, it is important to solicit feedback from the new hire, their manager, their peers, and their customers on their strengths, weaknesses, and areas for improvement. Regular and formal reviews and surveys should be conducted to gauge the new hire's progress and achievements, and to identify any gaps or challenges. Finally, reviewing and updating the feedback and coaching goals and strategies, and celebrating and rewarding the new hire's successes is a must.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What are the best practices for providing feedback and coaching during the onboarding process?

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1 Why feedback and coaching matter

2 How to give effective feedback

3 How to coach for success

4 What to avoid when providing feedback and coaching

5 How to measure the effectiveness of feedback and coaching

6 Here’s what else to consider

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