Onboarding is an essential part of bringing new hires on in your organization. It’s not simply about orientation, either: onboarding should be a comprehensive process that gives new employees everything they need to succeed in their new job.
A 2007 study from The Wynhurst Group found that employees who take part in a structured onboarding program are 58% more likely to still be with their company after three years. If you put a lot of value and effort into the onboarding process, the more likely your new employees will be willing to put effort into your company for the long haul. So, how do you create your onboarding checklist that fits within your company culture and ensures success for you and your new hire? Ask yourself these questions:
1. What needs to happen before their first day?
2. What do you need to know about your new hire?
3. What do you want to share about company history and culture?
4. What tools do they need to succeed?
5. What’s the timeline?
The onboarding process should start even before a new employee walks in the door. The first items on your checklist should be do deliver any necessary information they need to be prepared for their first day, as well as what you need to do to ensure they feel welcomed. The last thing you want is for your new employee’s first day to be full of confusion and awkward speed-bumps.
When preparing for your new hire’s first day, make sure you’ve answered these questions:
Just as your new hire needs to learn about the office and company right away, you should learn about them. For example, a new employee survey can help your new hire understand the company culture, and how they can contribute to it through their own, unique voice.When getting to know your new hire, make sure you’ve answered these questions:
Determine what your new employees must know in order to fit in and thrive in the business, and make sure you share that information with them. For sharing company history and culture, make sure you’ve answered these questions:
Consider what tools that you need to provide so that new hires can truly succeed at their new position. Don’t assume your new hire knows your company’s vocabulary, especially if they’re coming from another industry or career.For creating the list of tools, make sure you’ve answered these questions:
Some companies’ onboarding processes take a week -- some take longer. Sometimes that means the manager puts aside extensive onboarding time for a a week or two, but sometimes that means one-on-ones every few months. Your process can last up to a year. For creating the timeline, make sure you’ve answered these questions:
Answering all of these questions will provide a roadmap for your onboarding checklist. It will be a fluid document that will shift and change as you learn what works and what doesn’t. Creating an onboarding checklist and implementing the program requires time and effort, but it’s sure to benefit your new employees, and your business overall.