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A Simple Employee Onboarding Checklist
According to a SHRM survey 90% of employees decide on whether they will stay or go within the first six months. Making sure new employees feel welcome and connected from the start can make a big difference for employee retention. A good onboarding program has many benefits aside from increasing employee retention. Another significant advantage is it helps to improve the autonomy of each new hire which can save managers lots of time in the long run.
To set up your program and new hires for success, there are a few things you should take into consideration. Start planning for successful onboarding by looking at this simple onboarding checklist we put together.
Employee Onboarding Checklist
Start planning before the first day- Ask yourself-does the onboarding experience you want to create make a good first impression? What tools and resources can I offer my new hires to feel comfortable and confident in their new positions? Do I have the right people and time frames in place for training and mentoring my new hires? What can I do throughout the onboarding process to make my new hires feel a part of the company?
Make it unique and fit your company culture- Is collaboration a big part of your company culture? If so, show your new employees by having a team project where they can connect and empower each other. There are several ways you can tie your values and mission in with your onboarding activities.
Take it beyond day 1- Make sure to think about the onboarding process on a long-term basis. How does your new hire’s first day fit in with what everyday life looks like at your company? It’s important to remember to set realistic expectations. Set goals and plan for day 1, even up through 6 months with touchpoints and intentional tasks that help set the new employee up for smooth integration within your company. Research shows that only 37% of employers carry onboarding past a month and just 15% take it all the way to six months.
Hire in teams & involve current employees- If company allocations allow, onboard in groups. This will help new employees to feel connected from day 1 and work together for common goals. Have current employees share their positive experiences with your new hires and involve current employees in the process as much as possible.
Going social is a must- Going to lunch as a group or one on one with a new manager is common and effective on the first day but also remember to plan long-term team outings, projects, lunch and learns and even culture permitting, plan outside of work social activities. Another way to ensure a new employee feels connected is by using a social recognition platform. This showcases the fact that you have a culture of recognition and encouragement. It also helps set a precedent for positive interaction throughout the organization.
Appreciate Consistently- A TLNT survey on the onboarding process found that 67% of companies do not offer any recognition during the onboarding experience. Nothing says you appreciate a new employee like an onboarding gift. Include their names and the company logo. Also, have the gift tell your company story to make it memorable and meaningful. Set up milestones within your onboarding process for new hires to reach and be rewarded for.
Ask for & Apply Employee Feedback- Ask your new hires what they liked and didn’t like about the process. In addition, ask them what ideas they have if any to improve the process. Then you can use their feedback and ideas in the future.
If you’re looking for some more creative onboarding ideas from the HR community, check out this SHRM blog. Or if you’re looking for a good onboarding checklist to follow, take a look at this resource. As we start 2018, we wish your company the best in all of your onboarding efforts. If you want to know more about how employee recognition can help you along the way, let us know.
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Hi Shelley, you can check out mtmawards.com!
No that does bot help ANY!! That brings you to a site to purchase awards….where do you go to order your award PAID FOR BY YOUR COMPANY?
Hello Brian, that wasn’t a bot, that was me responding. I apologize I didn’t understand your question correctly. We will reach out to the email provided and help you as quickly as possible.