Building a specialized onboarding process helps companies increase productivity for new employees while making them feel valued. According to HR.com, workers who have a structured onboarding process were 69 percent more likely to stay with the company for three years. While there are many onboarding checklists available online, a customized list ensures that management doesn’t overlook anything important to their particular business.
To formulate an onboarding checklist, management should think about their goals for the first few months in terms of productivity, team building and training. Then they should make a list of tasks and items that support these goals. For example, to ensure first-day productivity, staff should prepare a new office worker’s computer, phone and desk before he arrives. When considering training needs, companies should think about videos, presentations and hands-on training to give each employee all of the information he needs to excel at work.
A manager should divide the onboarding list into three sections. The first part should encompass all of the tasks that the staff must complete prior to the new hire’s first day. The second part of the list should cover the new employee’s first few days. This list should include a list of forms necessary for payroll, health insurance and other benefits, but also include who will train the employee, any company videos the employee should see and a list of a few assignments the worker can immediately start. Companies should also consider the most efficient ways to deliver these items: Custom videos, corporate intranet and company websites can sometimes deliver training information better than other employees can.
The third part of the list should cover one month to three months after the employee starts working. This list should include, at the very least, a one-on-one meeting with the employee at the one-month and three-month mark to discuss professional goals and progress. Companies should schedule at least one check-in prior to any probationary period, so management can inform the employee of any areas that need improvement. Having a one-month check-in meeting also allows the employee the chance to ask any questions that he might have developed while working.
After each new employee completes a phase of the onboarding process, management should review the checklist and add or amend any necessary items. At the end of any probationary period, managers may want to ask the employee for any suggestions that could improve the process for new hires. Management should continue this review with all hires to make sure that their onboarding checklist continues to evolve with the company.