Guidelines for Onboarding New Employees

Onboarding Process: First Day Checklist

The first workday is memorable and special to newly hired employees, knowing that it is the start of their new professional role. The onboarding process is usually headed by the human resources department, but the cooperation of all the team members will make it more successful. Let us check out the list of activities to do on their first day!

1. Say ‘hi’ to the new employee.

Hiring a new employee is similar to having a new family member. Therefore greeting them warmly will make a significant impact on them. Even if it is in Zoom or messages, it should make them feel welcomed, celebrated, and comfortable. Employees can include motivational and inspiring quotes that will surely push them to work harder. Remember that new employees will probably stay as much as they are, so there will be a lot of time to connect and create a bond in the workplace.

Greeting the new employee doesn’t have to be strict or forced. Spending time and attention to them, entertaining their questions, getting to know them, and explaining the things to do during their onboarding process should make them feel welcomed.

2. Check on necessary documents.

This step usually comes after the casual greeting with the team members. The new hire will have a virtual meeting with the HR department to discuss some necessary papers that are created beforehand. Send it all via email together with the welcome package they have prepared and add a personal touch to it. The content of documents and papers usually depends on the company, so it is better to discuss this part with the management.

3. Meet the company and respective teams.

This process is more like introducing the new hire to the company’s rules and policies and organisational structure. It is essential for them to learn who they will be working with and the higher-ups or heads that will lead and guide them during their entire employment. And of course, they need to be introduced to the company culture, in order to adapt and live through it.

It doesn’t have to be structured or too formal; just sure to touch their heart so they can feel the corporate spirit. Let them ask questions and furtherly understand the company they will be part of. To make it more comfortable, you can do the first check-in and make sure that they feel welcomed and appreciated in the workplace, even on their first day. You can also give them a virtual tour together with the other employees and make them feel united!

4. Dive deeper into the company’s what about.

The company might have a very long history and has plenty of information, but you don’t have to go into details when doing this part. Just summarise all the relevant information, such as the company’s history, mission, vision, goals, events, and policies. Your attitude should be light and lively during this step as you are not just making an impression of yourself to the new hire but also on the whole company. Here are the other things to include in the orientation:

• Working methods and workflows
• Brief history and events
• Relevant software and hardware that they will utilise
• Company’s policies, practices, and shared values
• Work expectations
• Performance review information
  
  

5. Finish the day with a short chat.

Starting up the onboarding day is just as important as wrapping it up! Taking care of your employee from day one will bring a higher retention rate and lower turnover. You can do a short chat about their thoughts on how their first stay went and ask for feedback and possible suggestions to make work-life easier for them. Additionally, you can inform them that regular check-ins will occur for the first few weeks.

Onboarding Process: First Week Checklist

Although the first day carries a massive significance and is jam-packed with activities, the first week will show that your company’s support system doesn’t just end in one day. Now that they have experience working in your company, it is best to consult about their learnings and truffles. To help you have better access through their week and successfully continue the onboarding process, here is a list of tasks to do:

• Introduce them to the remaining important employees.
• Ask for any issues and resolve them immediately.
• Organise another virtual conversation and check in on them
• Connect their learnings and thoughts to the company’s objectives.
• Entertain any questions they might come up with after the initial training.
  
  

Onboarding Process: First Month Checklist

Now that the new employee has more experience, giving them a more profound view about the company, the setting changes. This process will not be centred on feeding them with information, methods, and practices. The focus will be on their insights and feedback while still giving them proper support. Here is the list of what you can do after a month of onboarding:

• Allow them to share their overview of the training process.
• Ask for initial feedback on co-team members and the rest of the organisation if possible.
• Introduce them to other departments.
• Make an in-depth explanation of desired actions, characteristics, personalities, and anything relevant for their and the company’s benefit.
  
  

Onboarding Process: First-Year Checklist

After a year of being in the company, your employees will know almost everything they should know and have probably mastered the workflow and policy of the company. Of course, it is something to celebrate! That is the best time to give them a platform that allows them to voice out their thoughts, resolve issues they might have faced, and create a two-way evaluation. Keeping your employees engaged and connected to the company might be challenging, but it is a worthy process. It might seem like onboarding a new hire takes a lot of time for a year, but the process only ends when they become an active and loyal employee. Here is an overview of what you can do after a year of onboarding:

• It is their anniversary! Celebrate by giving them gifts, such as personalised cards, gift cards, etc.
• Showcase their milestone and the success of the onboarding process on platforms by creating an article or a post.
• Schedule a meeting or chat with higher-ups and managers.
• Acquire feedback on the entire onboarding process and send them your view of their performance during their first year.
• Plan seminars and training.
• Provide them with long-term objectives and expectations.