Issue link: https://iconnect007.uberflip.com/i/1497518
20 PCB007 MAGAZINE I APRIL 2023 at hand, but my employer's expectations didn't follow through in subsequent conversations. I met one-on-one with my supervisor only twice that summer with very little feedback. I feel that feedback is so crucial because it reassures new employees that they are meet- ing company expectations. Without set expec- tations and goals, new hires may feel like the days drag on and they may even want to quit the job within the first few months. 3. Know What Makes or Breaks Mentorship Many companies provide mentorship pro- grams. Mentors help new hires acclimate to the company by providing them with guidance and support. ey can help new employees feel valued and motivated, which may lead to greater productivity. I've had both good and bad mentor s. Some tr uly wanted to help me acclimate to the com- pany's culture, while o t h e r s d i d n ' t e v e n seem to want to be my mentor. ey made me feel like I was wasting their time, which ulti- mately held me back. T h e m e n t o r s w h o truly wanted to make a difference in my internship experience helped me feel valued—both as an employee and a person. ese mentors provided professional advice and I was more motivated to work. 4. Consider Growth Opportunities Growth and development opportunities help employees feel invested in their role and lead to successes at the company. New employ- ees want to know when there is room to grow within the company. Providing professional development opportunities—such as mentor- ship programs, leadership development, and summer internship and did not want to con- tinue working on this team. Overall, it's better to start earlier than later when it comes to the onboarding process. Being hired for a new job is exciting and nerve- racking. e earlier the company starts the onboarding process, the better equipped the employee will be. is can be done through one-on-one meetings, emails, or even a team call to meet your new hire. From my experi- ence, some best practices for hiring include having the manager contact the employee as early as possible, letting the employee know what the first day or first week of work will look like for them, and having programs in place to keep strong back-and-forth communi- cation between managers and their new hires. 2. Set Clear Goals and Expectations A s a f or mer inter n and incoming ne w employee, I have learned that setting clear goals and expecta- t i o n s a l l o w s t h e employee to suc- ceed long-term and lets the employer u n d e r s ta n d t h e capabilities of the employee. In my previ- ous summer internships, when clear goals were laid out, I understood where I needed to be and what I was expected to do. is motivated me to accomplish the goals set before me. I even wanted to exceed expecta- tions and learn more than was required. In my first internship, these goals were dis- cussed in one-on-one meetings with my super- visor, who provided feedback on my progress. Positive and constructive criticism helped me see areas where I needed to improve and grow into a stronger employee. By meeting com- pany expectations, I felt wanted, as though I belonged in the job. In my second internship, the goals were ini- tially made clear so that I understood the job The earlier the company starts the onboarding process, the better equipped the employee will be.