It obviously differs by organization, but it takes specificity, clear communication and collaboration from the HR representative, the new hire and their immediate boss when you are outlining what your expectations for the new hire should include.

Here are a few tips, according to George Bradt, the managing director of PrimeGenesis, a Connecticut-based executive onboarding and transition acceleration group he founded in 2002.

1.    “Assign clear, specific, realistic, and useful goals.’ The more specific the goals are, the easier they are to measure. Telling an employee to “just do your best’ doesn’t clearly state anything.

2.    “Be a positive performance role model.’ One of the most effective ways to get employees to embrace your goal-setting program is for you, the manager, to set and achieve challenging goals for yourself as well. Your positive expectations often set the stage for better performance and create a positive association between you, the performer, and his or her success.

3.    “Be supportive and express confidence in your workers’ ability to achieve goals.’Allowing your new employee to take personal responsibility for developing strategies and an action plan to reach goals means that the manager understands the employee’s value. As a boss, be sure to provide specific feedback and develop a positive impression of yourself in new employee’s eyes, providing them timely and detailed feedback about reaching the goals.