New Employee Onboarding Checklist

Transcription

1 New Employee Onboarding Checklist Combat new employee challenges and increase staff engagement and retention. Implement a robust onboarding program. Use this checklist to make sure your new hire quickly becomes a productive, contributing member of your team.

2 New Employee Onboarding Checklist Who is This Checklist For? Managers who want to: Make new employees feel welcome and comfortable in their new surroundings and; Minimize the time before new employees are productive members of their team. Why do You Need This Checklist? The hiring process can be lengthy and costly. Truly great managers understand how important it is to hire the best people and retain them. "The relationship between new employees and their manager is the determining factor in whether the new employee stays with the organization." - Aberdeen Group Research Co Implementing a good onboarding program is like taking out insurance on your new hire. It ensures that new hires are engaged and accelerates the time to full productivity. What Will This Checklist do for You? Use this checklist to make sure you implement a good onboarding program. This ensures that your new hires quickly adjust to the social and performance aspects of their job. Managing Made Easy

3 About the Employee Selection System Note: This is part of the Employee Selection system - if you like this resource and find it helpful then you should use the system: Hiring for Performance If you ve ever suffered the cost and burden of a bad-hire you re not alone. Most managers have made bad hires. Hiring is difficult. People who look good on paper and interview well can still turn out to be a disaster. The good news is that bad hires can be almost entirely eliminated when you know what to look for. The Hiring for Performance system HIRE101 ensures that you: - Avoid poor hiring decisions; - Remove guesswork from the hiring process; - Get better at defining job requirements; - Consistently evaluate candidates; - Truly test candidate skills against job requirements and; - Improve organizational performance by having the right person in the right job Get the Solution Here: New Employee Onboarding for Performance Half of new employees are a disappointment. They fail to meet hiring expectations. This is a waste of your time, money and energy. But the secret is that most bad hires don't start off as bad hires. Most new hires only become a bad hire because of a failed job transition. The New Employee Onboarding for Performance system will show you how to ensure your new hire: 1. Works hard to deliver what you want, 2. Doesn't leave the company, leaving you in the lurch and, 3. Doesn't disrupt the team, leaving you to pick up the pieces. Get the Solution Here: "The secret of my success is that we have gone to exceptional lengths to hire the best people in the world." - Steve Jobs

4 New Employee Onboarding Introduction 1 in 10 New Hires is a Bad Hire Bad hires destroy value, break apart teams and cause manager stress. But the secret is that most bad hires don't start off as bad hires. Most new hires only become a bad hire because of a failed job transition. The Process of Finding Good Staff Doesn t End with Signing the Contract That s just the beginning of a high-performing boss-employee relationship. Most people define the process of finding a great new hire as: Defining requirements; Finding and attracting a pool of talent and; Filtering and selecting the best talent. But this is Only Half of the Recruitment Process To maximize the return on hiring investments and reduce transition risk effective managers also effectively onboard new employees in a way that: Builds functioning relationships and; Sets the environment for future performance and; Continually motivates, develops and retains employees. Onboarding for Performance Hiring is a large investment in time money and resources. Far too many new hires are a disappointment. Most bad hires don t start off as bad hires they just have a sub optimal transition. Job transitions are complex and you can lose good employees if you don t help them to navigate the transition. Or perfectly good hires could turn into dud hires. Effective managers take ownership for the performance on their employees. Effective managers start motivating employees from day one. According to the US Labor Department it costs on average 30% of a new hire's annual salary to replace him/ her. Those costs increase the higher up in the organization the turnover occurs. With such a god return on investment can you afford not to onboard your new hires?

5 New Employee Onboarding Checklist The following checklist covers both the administrative and managerial tasks required for successfully onboarding new hires. Before the Start Date Administrative Tasks - Documentation: prepare all administrative forms such as payroll and benefits to be signed on day one. - Prepare a welcome pack including: Copy of job description Department/ organization chart Employee handbook (if available) Contact details for coworkers and different departments - Set up workstation/ desk. - Order and install all technology requirements. Computer, printer, software, telephone/ telephone number, account/ address, network access. - Order business cards if required. - Order nametag if required. - Order building/ parking access cards if required. - Arrange a parking bay if required. Managing Made Easy

6 New Employee Onboarding Checklist Before the Start Date Managerial Tasks - Engage your new hire. Call them and confirm: Start date Start time Work place Parking Dress code First day contact person Whether or not there is anything they are required t o bring with them on the first day - Follow-up with an confirming the above details. - Engage your team. Notify them of your new hire. Include start date, job description and a brief employee bio). - Select an Office Buddy / Mentor. Brief them giving tips and suggestions for helping your new hire integrate into their new work environment. - Liaise with your HR department. Confirm that they have received all recruitment paperwork for the new employee. Request copies of any outstanding documentation to be signed on day one. - Training/ Development. Arrange any pertinent training required for the job. - If your organization has a New Employee Briefing program arrange for your new hire to attend on day one. People, Performance, Profits

7 New Employee Onboarding Checklist First Day Managerial Tasks - Meet and Greet. As your new employee s manager welcome them personally on arrival. - Show them to their new workspace. - Review the welcome pack that you prepared. - If there are any outstanding administrative documents arrange for your new hire to sign these. - Review: The job description and work expectations. Policies regarding breaks and meal period. The process for reporting sick leave, sick child, and vacation time/requests. - Provide an overview of the schedule for the first day and first week. - Review Onboarding timeline. - Review the trial/probationary service period (if applicable). - Logistics: give your new hire a tour of the office/ building. Show them where to find: restrooms, elevators, stairs, exits and kitchen/dining area. Managing Made Easy

8 New Employee Onboarding Checklist First Day Managerial Tasks - Introductions: introduce your new hire to his/her office buddy. Also make introductions to the rest of the team and to any other peers or supervisors that they will be working with. - Take your new employee to HR to complete their new employee paperwork. - Brief your new employee on their work area: Overview of any customized software and other technology Confirm their address Review the computer/internet acceptable use policy Explain the telephone policy including voic set-up, telephone extensions, making and transferring calls and message retrieval Introduce them to the office computer network including shared files and drives - Arrange to have lunch with your new employee on their first day. People, Performance, Profits

9 New Employee Onboarding Next Steps Next Steps Congratulations! If you ve made it this far then your new hire has successfully completed his/her first day on the job. But this isn t the end of your new employee onboarding program. You might think that a one-week training program is sufficient for new hires. But that s where a lot of managers miss the mark. Learning takes time. That s why onboarding is an extremely important step in ensuring that employees: Start their new jobs on the right foot and, Remain engaged throughout their tenure. Implement a Good Onboarding Program It takes time for a new hire to become fully productive. The best practice is to implement a 90-day onboarding program that equips your new hire with the tools required to succeed. As a manager, this is your opportunity to engage, shape and develop your new hire from the outset. So what s your action plan? Do you have a good onboarding roadmap: Do you have a plan to build a good relationship with your new employee? Do you have a plan to set performance expectations? Do you have a plan to grow and develop your new employee? Do you have a plan to consistently improve performance? The New Employee Onboarding for Performance System The Manager Foundation New Employee Onboarding for Performance system will show you how to ensure that your new hire: 1. Works hard to deliver what you want, 2. Doesn't leave the company, leaving you in the lurch and, 3. Doesn't disrupt the team, leaving you to pick up the pieces. Get the Complete Solution Here: Managing Made Easy

10 Thank you for using this resource. We hope that you have found this useful. This resource is a sample of a larger solution. The Mission of Manager Foundation is to: Help managers to manage their employees Increase job satisfaction of employees Increase productivity for company profitability By supplying practical, proven, people management solutions. Employee performance with less time and effort. The Business Case for Management: Investing in employee performance is the best investment you can make. To find out why see this article: Selling solutions is how we fund the creation of this content. Solutions - Options: Essential for new managers, helpful to experienced managers: Find out how to improve employee performance: Good self-learner? Find out how the management system works online. Suitable for budget conscious, disciplined DIY ers Prefer a personal, guided touch? Hire one of our experienced business coaches Managing Made Easy

11 The Foundational Techniques This is a part of the Employee Selection system, which is about: Finding, filtering and hiring job candidates, Hiring for performance, Defining performance expectations, Performance integration of new hires through effective onboarding. The other key manager skills that make up the Management Foundations are: People, Performance, Profits

12 About Manager Foundation Make Managing Easy: Sign up for the free Make Managing Easy series and find out about how the Management Sweetspot can: Make the lives of Managers easier; Make employees happier and; Make companies more profitable Become a Manager Foundation Super User: Help Us to Spread the Message: Work, isn't working if: Staff are unhappy at work; Managers are stressed and; Company profits suffer. The vision is to work towards a place where: Employees are engaged and get job satisfaction from intrinsic motivators; Managers have effective, time-efficient ways to manage staff and; Companies are productive and profitable. If this is a vision that you feel is worth spreading then please help me to spread the message because I can't do it on my own. Join: to become part of the community and find out more. Managing Made Easy

13 Feedback and Notices Feedback Please: The Manager Foundation was born out of the desire to help managers just like you. Please let us know what you thought about the material and also what the main difficulties are that you are facing in your workplace. If there is some way that we can help we will do our best. We are constantly developing and improving the material based on what really works and your feedback is important to us. We have a significant number of further modules planned for production and we can prioritize modules based on demand. So if you think there is a module missing let us know by ing us at: Feedback@ManagerFoundation.com Warning: The methods and techniques have been selected based on careful study of what is effective with a many different types of people in many different scenarios. However no method can be guaranteed to be effective with everyone all the time. Due care and attention should be used at all times. The effectiveness of the methods will be affected by how they are applied. These methods are very powerful influencers of behavior and should only be applied with sincere, good intentions. Copyright: This content belongs to Manager Foundation and can only be used by the licensed user for purposes of their own education. This constitutes a limited license to the user for the user to share the content only so far as is necessary to inform other stakeholders for purposes of the license holder s implementation. Version: New Employee Onboarding Checklist V2 Date: 19/11/2015 Manager Foundation