New Employee Checklist – Improving the Onboarding Process

New Employees

Employee onboarding is the first experience new hires have working for your company. This is the time to show and teach new employees the necessary knowledge, behaviors and skills needed to become efficient and successful members of your team.

Top 3 Benefits of Having an Onboarding Program

An effective onboarding program can lead to:

  • Increased Retention
    Research has found that organizations with a strong onboarding process improve new hire retention by 82%. Another study shows that employees who had a negative onboarding experience are twice as likely to look for other career opportunities in the future.
  • Quicker Contribution & Productivity
    Studies show that companies with an effective onboarding system experience 50% greater new hire productivity. Additional benefits of quicker contribution are better performance rates and faster building of workplace relationships.
  • Increased Employee Engagement
    Multiple studies show that effective onboarding processes increase the likelihood of employee engagement in the workplace.

No matter how much experience your new hire has, each company has individualized goals and processes. This is the reason why an effective onboarding process is crucial to your company’s success.

Ways You Can Improve Your Onboarding Process

Explain Company History & Culture

Every element of your onboarding experience should reflect a positive and accurate message about your workplace history, culture, and expectations.

Consider the values, attitudes, and behaviors that define your company. Communicate these beliefs and expectations to new employees.

Share your company’s unique history—for example, its founding, defining moments, accomplishments and contributions to clients or communities.

By sharing these moments with new hires, you create a sense of belonging and understanding.

Through your company’s history and stories, your new hires will be able to:

  • Understand the company’s roots, culture and core values
  • Understand and adopt desired attitudes toward their work, clients and team
  • See the behaviors that are expected and necessary for success

Help New Hires Build Connections

A survey showed 51% of employees work with more passion when they have a friend at work. Creating an environment where new hires are comfortable asking their peers questions speeds up the process toward becoming a productive employee.  

One way to create a comfortable environment for new employees is to assign them with a mentor or buddy to answer their questions, introduce them to the team and provide advice. Providing mentoring support will provide your new hires comfort at their job, the possibility of continuing coworker relationships past new employee orientation, and opportunities for ongoing learning and support.

Discuss Employee Goals & Expectations

New employees risk failure when they lack clear goals and expectations to keep them motivated. A great way to prevent this is by mapping out your new hire’s goals and detailing what needs to be done to accomplish them.

Managers should meet with their new employees to outline their future career goals. Together, they can create a plan with individual and company expectations and list SMART goals to help measure progress, develop skills and keep them motivated.

Check In with New Employees

The best way to improve your current onboarding process is to talk to the experts themselves. Asking your recent new hires open-ended questions about their experience is a great way to figure out the flaws in your process and show them that their opinion matters. Some of these questions can be:

  • What made you feel welcomed or comfortable?
  • What, if anything, made you feel uncomfortable or an outsider to our team?
  • What do you wish you would have known in your first week?
  • Who or what was your most valuable resource during your first 90 days?

Check-ins and new hire feedback aren’t meant to focus solely on the new employee but also strengthen the relationship between them and their team. Check-ins show new employees how their manager and team will support them in areas they struggle. When a manager asks for feedback and takes action, it shows new employees their growth and opinions are valued.

Commit to the Process

Successful and beneficial onboarding programs continue beyond one day or even one week. Onboarding programs that last 90 days or up to one year ensure new employees have the tools and attitude needed for success.

Remember, your company culture is defined each day by leaders and employees. To make sure your onboarding process evolves with your culture, your company must commit to reviewing and revising the onboarding experience regularly.

With a strong commitment, your company’s onboarding program can become a huge factor in increasing employee retention and engagement by motivating the employees you hire today and attracting future talent.

Is your company needing a new onboarding process? These are only a few of the tools that MJ Executive Consulting offers. To find more about how we can improve your onboarding process, contact us today.