To ensure your new hires remain thrilled by your company and engaged in their roles long after the initial onboarding process, take a look at our onboarding checklist.
An onboarding checklist is one of the easiest ways to ensure your onboarding process includes all the necessary elements to fully integrate new employees into your company. However, it’s important to note, onboarding isn’t one-size-fits-all — a junior copywriter is going to need different tools to succeed at your company than a new marketing director.
While onboarding will vary for each employee, there are a few components you should include for any new hire.
The following onboarding checklists are for managers or HR departments to use when they are helping a new hire integrate into the company. Of course, certain tasks, such as necessary paperwork or required reading, will differ depending on the company or role.
Before the first day, you might also consider leaving a note on your new hire’s desk, welcoming them to the team. Perhaps you can share any branded material, like a sweatshirt or mug, as a welcome gift.
Additionally, consider sending your new hire an email, cc’ing all team members, welcoming them to the team.
The first day will vary depending on how many new hires your company onboards at one time — one new hire, of course, will require a different process than a group of 30.
However, it’s important to keep your new hire busy and engaged. You don’t want her to feel awkward sitting at her desk waiting for instruction. You want to demonstrate you’ve taken the time to plan a full, productive day for her.
To keep the employee engaged and excited, you could give her a “30-day plan”, which might include:
As a manager, it’s critical to keep your schedule open if you’re solely in charge of your new hire’s integration into the new team. Take the time to thoughtfully consider one-on-one lessons you can set up to acclimate your new hire to your software or work processes.
Additionally, keep her educated on what’s happening with the larger team. Ask her if she wants to sit in on meetings that, while not directly relevant to her at the moment, might be useful to her as she grows in her role. This may also help her get a better sense of what your team does and what kind of culture your department fosters.
Ultimately, it’s critical she has a firm understanding not just of her own role, but how her role fits into the company as a whole.
During the first month, it’s important your new hire has a firm understanding of what’s expected of her and who she can turn to for guidance.
Additionally, your new hire likely has particular preferences regarding how she’d like to be managed. After providing constructive feedback during each one-on-one, ask her if she has any feedback for you as her manager.
Towards the end of the initial onboarding process, ask new hires to fill out a survey regarding the onboarding process. Your HR team can use these suggestions to alter the process for future employees.
While we’ve only covered the first month, it’s important to note studies have shown companies with less than one month dedicated to onboarding are 9% less likely to keep first-year employees than companies with longer processes.
Your new hires need time to fully acclimate to their roles and the company culture. A good time frame is roughly one to three months minimum, but some companies choose to implement an onboarding process that lasts a full year.
Ultimately, a good onboarding process will take into consideration both what your team needs from your new hire, and what your new hire needs to succeed in her role. It might require flexibility and patience, but it’s worth it if you can show your new hire she’s a valuable asset to your team. You can also adjust your strategies as you learn more about her strengths and weaknesses.
Editor’s note: This post was originally published in January 2019 and has been updated for comprehensiveness.
Originally published May 26, 2020 7:00:00 AM, updated May 26 2020