HR Administration
Onboarding Metrics Cheat Sheet
Use this sheet to track metrics that can transform your onboarding program, like retention, manager effectiveness, quality of hire, and more.
Get inspired with curated templates for people teams, managers and employees
Use this sheet to track metrics that can transform your onboarding program, like retention, manager effectiveness, quality of hire, and more.
Two job description templates, including a completed example. One includes public information, like responsibilities. The second includes internal-only fields, like compensation.
It’s critical for managers and new hires to connect on progress, performance, and additional needs within the first three months.
By setting the stage for breakthrough growth in employees’ careers, individual development plans (IDPs) are an effective, low-stakes way for businesses to boost engagement and retention.
360 developmental reviews provide much-needed structure for employees, managers, and peers to share constructive feedback focused on career growth.
This manager’s resource includes a list of development-focused questions you can ask during one-on-ones, as well as a worksheet for jotting down observations and next steps.
When used correctly, stay interviews can help strengthen relationships with employees, making them one of the easiest retention tools HR teams have in their pockets.
The first 90 days of a new hires’ experience set the foundation for how successful they’re likely to be in your organization. Learn how well your onboarding strategies are working with this 30-60-90 onboarding survey template.
A merger or acquisition is a critical milestone, but it can often be a sensitive and challenging time for company culture. Ensure your employees feel well supported and heard through the process.
Tracking the HR metrics that matter to your business is essential. Our cheat sheet breaks down core KPIs, definitions and industry averages in a handy downloadable template.
Goals reviews allow managers and employees to better understand success factors, identify roadblocks, celebrate wins, and plan ahead for the future.
Setting SMART goals helps you dive into the details, building a sense of urgency and ensuring goals align with business targets.
Use this sheet to track metrics that can transform your onboarding program, like retention, manager effectiveness, quality of hire, and more.
Two job description templates, including a completed example. One includes public information, like responsibilities. The second includes internal-only fields, like compensation.
Probation reviews don’t have to be scary — UK employers can use this template for a people-first approach to assess whether a new hire is the right fit for their team.
Having regular one-on-one conversations between managers and employees is essential to maintaining an open line of communication about job performance and happiness.
Managers and employees should meet once a week to discuss priorities, obstacles, development, and other important topics.
It’s critical for managers and new hires to connect on progress, performance, and additional needs within the first three months.
As part of a comprehensive performance management program, mid-year reviews are a powerful tool for enabling managers and employees to ask questions, address roadblocks, and recognize wins.
Self-evaluations are opportunities for employees to share perspectives on their own performance, actions, and choices.