Onboarding Checklist: Setting up New Employees for Success

The benefits of a successful onboarding process are extensive and substantial for both companies and employees. For employees, the biggest tangible benefits are lower turnover rates and increased job performance. These cut recruitment costs, boost productivity and improve profits.

For new employees, an effective onboarding program leads to increased job satisfaction and reduced stress. It should come as no surprise that these positive effects for employers and employees are deeply interconnected.

Of course, each organization has its own particular needs and process style. But a few common elements go into the design of every effective employee onboarding process.

Onboarding Checklist: 5 Steps to Success

Planning

Developing a successful onboarding program requires first understanding the processes and stakeholders. A holistic grasp of the pieces and players helps the onboarding team provide each new hire a clear vision of their role, responsibilities, and place within the organization.

- Identify key players

- Outline relevant processes

- Compile introductory materials

- Ensure that office supplies and space are ready

Orientation - 7 to 14 days prior to employee's start date

Orientation typically happens one to two weeks prior to the employee's start date. It can be a one-on-one session or, if multiple new hires are starting at the same time, a group event. The primary goal of orientation is to help new hires prepare for their first day.

- Present company background and history

- Review administrative policies

- Take care of logistical needs like parking passes, access cards, etc.

- Assign a sponsor or mentor

Socialization - Day 1 to 90

The socialization process helps integrate new hires into the organization. It facilitates the proper development of working relationships, collaboration and understanding of company culture and processes. This is arguably the most important - and most overlooked - period of the onboarding process.

- Introduce key stakeholders and co-workers to the employee

- Check in frequently, and answer questions as needed

- Explain job responsibilities and expectations as often as necessary

- Assign work to the employee, and ensure he or she understands the assignments

- Provide early, timely and constructive feedback

- Solicit feedback on the onboarding process from the employee and his/her colleagues, and adjust as needed

Development - 180 days after start date

After six months, the employer should give the employee a performance evaluation and review. This helps identify strengths, weaknesses and opportunities for improvement. The outcome of the evaluation and review should be a development plan crafted by the manager and employee to help improve performance. A development plan has another benefit: It tells the employee that the company is invested in him or her, and so encouraged greater employee commitment.

- Conduct performance evaluation

- Create development plan

Monitoring - Ongoing

After the first months, most employees are pretty familiar with their new role and responsibilities. However, it's crucial for managers to continue monitoring employees - this is the only way to assure continuous improvement. Regular meetings bring issues and challenges to light early, and help both the manager and the employee make changes as needed.

- Regular one-on-one meetings with manager

- Make modifications as needed

- Ensure continuous improvement

A successful onboarding process yields business benefits and greater job satisfaction for new employees, their managers, and colleagues. If you don't have a formal onboarding process yet, it's time to jump aboard!

Enrique Washington is partner and senior consultant at Generator Group where this article originally appeared as a blog post. Generator Group focuses on finding and developing top performing talent to help organizations and individuals achieve full potential.