Effective employee onboarding is a key component of employee engagement.

We have seen so many cases where new employees are frustrated on their first day or first month at work and they questioned their decision to join the new organization.

Some new hires have been left to find their way round the office on their first day at work, while some are without necessary working tools for weeks.

There have been cases where line manager was not aware of new addition to his team until the new employee’s resumption day.

Another case of ineffective onboarding

..a new employee wasn’t paid after a month at work because of a break in communication between HR and the Finance department.

Effective onboarding is a strategic business decision and if you desire to build a team of high performing and fully engaged employee who are ready to go above and beyond their call of duty…

.. the first step is to implement applicable onboarding initiatives right from the day an offer is accepted to first day at work, to first week, through to first 6 months and up to 1 year.

Here are relevant New Hire checklists that can be adopted by team leaders, managers and Admin/HR personnel for effective onboarding;

ONCE OFFER IS ACCEPTED

  • Confirm exact start date.
  • Plan and communicate employee’s first assignment or tasks.
  • Plan travel/resumption logistics (especially if employee is out-of-state).
  • Engage relevant teams and get tools ready.
  • Admin/Vendor for ID card.
  • IT for technology equipment and security access.
  • Send email to employee’s team or department.
  • Assign an ‘office buddy’.
  • Set up the work area/desk.
  • Communicate New Employee details to Accounting or Finance department.

NEW HIRE’S FIRST DAY

  • Welcome employee and give tour of work environment.
  • Assist with completing outstanding documentations.
  • Introduce to other team members including ‘office buddy’.
  • Clarify first week’s schedule and tasks.
  • Confirm training schedules and induction/orientation process.
  • Review Job responsibilities and expectations.
  • Provide Employee hand book or Code of conduct or relevant policies.
  • Help out with phone and technology set-up and use.
  • Take employee to lunch.

FIRST WEEK

  • Provide additional information about work, team, department and the organization.
  • Ensure computer and system access are functional.
  • Follow up with employee and line manager or supervisor.
  • Identify and address training needs.

FIRST MONTH

  • Confirm understanding of key policies and procedures.
  • Encourage feedback from the employee and be ready to clear doubts.
  • Explain Performance management process, compensation process and probationary period.
  • Discuss career development goals and relevant trainings.
  • Introduce employee to clients and other relevant stakeholders.

1-3 MONTHS

  • Check performance and engage office buddy for feedback.
  • Take employee to lunch to get informal feedback.
  • Provide support on difficult tasks.
  • Ensure employee has completed required trainings (on-the job/online or classroom trainings).

3-6 MONTHS

  • Conduct 6 months performance review.
  • Confirm if employee has successfully completed probationary period.
  • Initiate confirmation process.

6-12 MONTHS

  • Discuss employee’s career development goals and recommend relevant trainings.
  • Encourage regular feedbacks.
  • Commend successes and recognized employee’s contribution.

Please note that you can add more activities to the checklists above depending on the needs of the employee and the organization.

…but whatever you do, make employee onboarding a critical part of the company culture as this will help to drive strategic employee engagement.

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