This month we’ve explored why you need a robust onboarding process.

We’ve discussed the quantifiable benefits of an onboarding process, including:

1. Better job performance
2. Higher job satisfaction
3. Greater commitment to the company
4. Reduced stress
5. Stronger retention

Conversely, we’ve seen that it can take up to 5 months to bring new hires up to full productivity. And if an employee leaves you, it can cost up to 213% of their annual salary to replace them.

Onboarding is an area you don’t want to leave to chance. 

A quality onboarding process costs a fraction of the resources, helps quickly ramp up employee productivity and reduces employee churn.

Below you’ll find my 45-point Employee Onboarding Checklist that you can use to create your own go-to onboarding process for your company.

Time to get ready for your new hire:

Employee Onboarding Checklist

Part 1: Preparing For Onboarding

1. Upon Hiring Decision

• 1.1 Finalise start date and contract
• 1.2 Confirm onboarding roles & responsibilities
• 1.3 Send employee welcome email / card / letter outlining first day
• 1.4  Email New Hire starter details to the Manager (if you are not the Direct Manager) and IT
• 1.5 Request technology equipment
• 1.6 Create employee file
• 1.7 Identify office location / desk
• 1.8 Identify orientation or peer buddy

2. Close to start date

• 2.1 Communicate first day logistics, location and dress
• 2.2 Communicate social, practical norms & info (i.e. any lunch / casual activities or social office things occurring that week)
• 2.3 Prepare welcome packet
• 2.4 Prepare office
• 2.5 Orient peer buddy
• 2.6 Announce hire to department / team / area (ask the New Starter to write something about themselves. Provide structure relevant to your culture / team i.e. background, interests, favourite football team, thing to cook or favourite song)
• 2.7 Place welcome call to employee from the CEO
• 2.8 Create schedule for first few weeks ensuring time with key departments / areas
• 2.9 Block off time to spend with employee (usually first Friday after first week and allow for feedback from both parties. Where possible, book 3 feedback sessions either weekly or fortnightly to check-in)
• 2.10 Add name / contact details to Directory

Part 2: Welcome To The Company

3. First Day(s)

• 3.1 Assist with completing any outstanding New Hire Activities
• 3.2 Orient to role, responsibilities & expectations (plus go through Employee Handbook and obtain sign off)
• 3.3 Take employee to lunch
• 3.4 Give tour of local work environment
• 3.5 Introduce employee to co-workers
• 3.6 Assist with phone and technology equipment set-up and basic use (make sure they at least know how to i. print, ii. respond to the photocopier beeps, iii. get onto your intranet, iv. understand group emails, and v. how to book a room)

4. First Week(s)

• 4.1 Meet other team members / departments
• 4.2 Check-in with Direct Manager prior to get feedback (if not you)
• 4.3 Give and receive feedback from new employee and identify & address learning needs
• 4.4 Discuss communication expectations (i.e. best way to communicate to you and reach you)
• 4.5 Give overview of department / area
• 4.6 Explain local administrative & financial procedures
• 4.7 Orient to business resources
• 4.8 Peer buddy take employee to lunch

5. First Month(s)

• 5.1 Confirm understanding of key department policies & procedures
• 5.2 Invite to welcome breakfast
• 5.3 Discuss & set goals
• 5.4 Introduce to clients / colleagues
• 5.5 Perform 3-month probationary check-in
• 5.6 Share perks and benefits of employment

Part 3: Complete Integration

6. Months 3-6

• 6.1 Send 3-month probationary notice and provide feedback
• 6.2 Perform 3-month check-in
• 6.3 Perform 6-month review
• 6.4 Review effectiveness of your process and update

7. Months 7-12

• 7.1 Celebrate 1 year anniversary with a thank you card or email
• 7.2 Perform 1-year review

Any questions?

If you have questions on this topic or any others, feel free to reach me by email or set up a free one-on-one consultation session, or drop me a comment below.

Thanks for sharing!