An employee onboarding checklist
The Chartered Institute of Personnel and Development estimates 22% of new recruits leave companies within the first six months.
For the ones that stay, it takes at least that much time for a structured, effective onboarding process to turn them from nervous newbie to top-performing team player.
But according to research from Havard Business Review, only a quarter of organisations believe they have such an effective onboarding programme, while 22% have no formal programme whatsoever.
Onboarding sets the tone for everything a person will achieve as part of your team. Psychologically it’s vital to help them justify their choice and reassures them that they’ve arrived somewhere they belong.
Crucially, it speeds their transition from a cost, to a value-driving team member as quickly and with as little fuss as possible.
But integrating a new hire is a tricky thing to standardise. Line managers have plenty of other things to worry about and it’s easy for new starters to slide to the bottom of their list.
So here’s a handy checklist for managers – modern HR systems like XCD can automate much of the process and schedule reminders for managers to ensure onboarding is a consistent experience across your organisation.
First day: Introduction and orientation
Workplace tour, workspace, facilities,
Introductions to immediate colleagues
Ensure system access to self-service policy documentation
Check personal info is accurate and up to date
Review week one schedule
First week: Settling in
Ensure probationary rules and objectives are clear and attainable
Schedule all critical system training
Introductions to organisational leaders and relevant department heads
Make sure they have the equipment they need and it’s in working order
Ensure they are on all relevant email distribution lists and encourage them to connect to company social media profiles
Check in every day to ensure they’re happy and answer any questions
Debrief and feedback at the end of the week to address any concerns and uncertainties
First month: Refine and review
Schedule regular informal check-ins to ensure they’re settling in
Review first month’s performance against probation objectives
Check critical system training and introductions have been completed
Check employee payroll is set up and functioning properly
Collaborate on a forward-looking learning and development plan
Seek feedback from the employee on their first month
Third month: Reward and recognise
Conduct weekly two-way feedback sessions
Seek feedback from colleagues and line managers
Review probation objectives as part of an end-of-probation discussion
Ensure probation success is recognised and celebrated
Review and set ongoing performance objectives
On six months: Look to the future
Formal half-year review, record progress against agreed objectives
Review learning and development progress
Initiate career path discussion
- What do they like about their role?
- What could be improved?
- How could you help them be more effective?
- What are they going to achieve in their next six months?
To find out how XCD helps its customers manage and standardise this process, BOOK A 30 MINUTE DEMO today.
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As a journalist, Matt covered business and people management for over ten years. Today, he writes about how technology is making life simpler for organisations and their employees.