Nothing is more likely to make a new hire regret accepting a job offer than a negative onboarding experience. If you are fortunate enough to retain the employee, it will need significant effort to regain their trust.

A successful onboarding procedure equips new employees with everything they require for success. They are provided with the necessary tools, equipment, and training to do their duties. They are provided with time to read and consider corporate policies. They are given time to adjust to their new surroundings. They are introduced to their team members and given time to establish relationships with those in the firm with whom they will collaborate. In short, they are welcomed with open arms! Remember that the experience should be mutual; onboarding is an opportunity for the organization to learn more about the new employee.

As with hiring, always seek to enhance the onboarding procedure. Establish a method for newly hired staff to submit anonymous feedback. Your onboarding process should begin with planning for the new employee’s arrival. The following checklist will facilitate the transition of your new employee:

New Employee Welcome Checklist

• Notify everyone in the department that a new employee has been hired.
• Assign one of your staff to show your new employee around the office, make introductions, and answer questions. This is an excellent method for putting your new employee at ease.
• Encourage the team to encourage and welcome the new team member.
• Ensure the employee’s workplace is clean and well-organized.
• Establish access to the organization’s network, intranet, email, and phone system.
• If necessary, obtain a building pass, identification cards, and parking pass.
• Provide the employee handbook, benefits package, new hire paperwork, and payroll information. Be sure to answer any new employee queries or refer them to the benefits administrator.
• If possible, arrange to have lunch with the new employee.
• Create a training strategy to guarantee that the first few months of the new employee go successfully.
• Create a list of key individuals (i.e., team members and management) that your new employee should meet to grasp everyone’s roles better.

Depending on the amount of knowledge and difficulty of the work, the duration of the onboarding program might range from two to three hours to several days. However, don’t overwhelm your new employee with information on the first day. The strongest indicator of the effectiveness of your program is whether or not the new employee feels competent and productive.

Follow-Up to Your Employee After Onboarding

Schedule casual meetings with the new employee. These allow you to determine whether or not their introduction to the workplace was successful. Additionally, you can fill in any missing information or answer any questions.

Evaluate Your Program Regularly

Your company’s onboarding program should be evaluated frequently to ensure that it aligns with evolving workplace policies, practices, and employee demands. When possible, solicit input from people who have completed the onboarding process to determine if the program may be improved.