THE ULTIMATE checklist for NEW Employee ONBOARDING
INTRODUCTION After searching high and low for that ideal employee, you ve finally found someone you can dump every single project, task, and long-abandoned to-do on... or so you think. Taking this thoughtless approach will leave your new hire drowning. And since you ve invested extensive time and money to recruit this top talent, don t you think you should be doing all you can to set them up for success? GoiNG BEyoNd ThE one-week PlaN You might think that a one-week training program is sufficient for new hires. But that s a myth. Consider these points from The Aberdeen Group and TalentWise: 76% of companies have extended their employee onboarding to beyond one month It takes an average of eight months for a new employee to become fully productive Learning takes time. Unlike a one-week training program that immediately pushes big projects onto a new employee, a 30, 60, 90-day plan lays the fundamental groundwork for success. And using 30-day increments allows people to focus on learning certain skills at certain times rather than all skills all at once. 1
Plus, a step-by-step learning process helps people gain confidence and in-depth knowledge of their responsibilities. day 90, your employee will be fully trained to tackle anything that comes along. It s a lot better than having them learn and struggle as they go, right? That s why one week just isn t enough! Why UsE a ChECklisT? This checklist outlines objectives for each 30-day increment which will help you guide your new hire to accomplish specific goals. This is when your new employee learns the ropes. They re still getting used to everything, so introduce them to tools and projects, and set small goals. This period involves more collaboration and bigger responsibilities. It s a time to ease off on the training and focus more on the doing. Now is when you ll start taking off the training wheels. Your new hire becomes accountable for their work and is able to accomplish projects with limited guidance from you. Starting a new job is tough stuff. But having a clearly laid out 30, 60, 90-day plan lets your new hire understand what they ll learn, when they ll learn it, and how they re going to accomplish each goal. Inside, you ll find a sample of the onboarding checklist, so you can get a better idea of how to use this template. And you ll also find a blank checklist so you can create your own 30, 60, 90-day plan for your new employee. Just fill in the blanks with a specific objective, and check off the goals as you go along. 2
SAmpLe ONbOARDING CheCkLIST To get you started, we ve included a sample checklist for how to start structuring an employee s first 90 days. Here s an example for a Junior Marketing role: GOALS * Learn the tools: content management system * Become comfortable with the company s culture: weekly lunch with the team, attend company values and history training * Learn the company s product: attend 2 product demos * Complete a small project: learn social media platforms & begin monitoring online conversations * Achieve a small goal: learn & adopt company s brand voice * Complete a big project: finalize conference-planning activities * Take on longer-term responsibilities: learn metrics tracking tools & begin weekly analytics measurements * Work with other teams: collaborate with PR team to pitch conference speaking opportunities * Get used to routine processes: weekly meetings, metrics, & daily tasks * Complete a project independently: create a monthly webinar calendar & coordinate webinar development and execution plan * Take on bigger responsibilities: take over case study development * Be able to juggle all responsibilities: manage responsibilities via the marketing calendar 3
ONbOARDING CheCkLIST Role: GOALS Learn the tools: Become comfortable with the company s culture: Learn the company s product: Complete a small project: Achieve a small goal: Complete a big project: Take on longer-term responsibilities: Work with other teams: Get used to routine processes: Complete a project independently: Take on bigger responsibilities: Be able to juggle all responsibilities: 4
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