4. See them go from good to great.

When an employee goes from doing something good to producing something great, it’s more than just a great result—it’s a fundamental shift. It’s the difference between simply following directions and truly innovating—pushing the boundaries, and delivering a difference. That’s the shift between good and great work. It’s that little piece of magic you had hoped for when you hired the person—that they would bring something extra special to the role. And that shift, from doing good, following directions, and just meeting expectations to producing something great, isn’t just good for the company—it’s key for the new hire, too. Employees of all ages report that one of their top priorities in the workplace is really making a difference with their work. Better business outcomes plus employee satisfaction? There’s no better formula for a new hire’s success.

We gave Michael our advice, and he went back to his team. A few weeks later, he called us to let us know what had happened with Amanda. “You know,” he said, “I wish I’d talked to you guys sooner. Amanda hadn’t risen up the J curve or started producing difference-making work, so I talked to her. And it turns out, she was having significant problems with another member of our team—but since I hadn’t really checked in since the first few weeks, and I’d completely blown off the 45-day benchmark, I didn’t know. We talked about the problem in a group setting, and resolved it. And now, she’s doing much better. She seems excited to do great things. That’s the woman I met in the interview—someone who was excited to make a difference in our team.”

Michael’s story shows that a new hire’s success isn’t a destination—it’s a process. Use these four steps to guide you as you help new team members get on their feet so they can produce the great work your team and company are counting on.

This post was originally published on Forbes.