“Good” is finding alignment between you and your employee on the definition of success in a role.
After you hire an employee tell them exactly what it takes to be great in the role. Better yet, tell them before you hire them and invite them to build that picture of what “good” looks like with you. Don’t expect them to just know and don't leave the obvious unsaid. Address all of the following:
- How you expect them to work with you and with others (e.g., clear understanding of your management principles);
- What KPIs and other goals they are responsible for hitting and by when;
- How those goals ladder up to the company’s broader goals and your vision;
- What you will do (and won’t do) to support them in reaching their goals and what other resources they will have; and
- What cadence and meeting structure you will maintain with them to receive updates, provide/receive feedback, recalibrate strategy, etc.
If you don’t know have a firm view on one or more of these, that’s okay. Include that in your conversation with your employee so you can set build expectations together instead of leaving each other to come up with their own, and inevitably divergent, expectations. “Good” is finding alignment between you and your employee on the definition of success in a role.
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