No period in the employment lifecycle is more important than the employee’s first 90 days. Thus, having a powerful onboarding process will:
- Embed your company’s culture of success
- Ensure employee productivity quickly
- Reduce turnover
- Maintain and enhance organizational culture
As a result, your powerful onboarding process will ensure success for your new employee during this critical time.
Your first instinct might be to jump right into training. However, taking the time to develop your onboarding process will guarantee success for your new employee. Our detailed employee onboarding process is divided into the following time frames to ensure a smooth transition and quick productivity for your new employee. In addition, you’ll want to add this process to your company’s Standard Operating Procedures. While this is not an all-inclusive checklist, it will be beneficial in getting your wheels turning on what needs to be done in your company.
Complete the Hiring Process
A successful new employee onboarding process continues to build on your hiring process.
Formal Job Offer Letter
- Include a job description as part of your formal job offer letter
- Detail the responsibilities the employee will be taking on
The job description and formal offer will act as an accountability tool and protect the company by laying out clear expectations for the employee.
Completed Employee Packet
- Direct Deposit Information
- Form W-4 filled out
- Signed copy of the job description
- Have any disclosures or other documentation signed
Identity Verification
- Driver’s License copy (front and back)
- Copy of Social Security Card
Before the Employee’s First Day
Preparation is key to any success. Consequently, the time you invest ahead of time will make your employee’s first day smooth and ensure that they start with a positive experience.
Select a trainer for the new employee
- They will be learning the culture, so be intentional with your onboarding to ensure that you are developing the culture you want to create
- Select a trainer based on performance and adherence to your desired company culture
Add New Employees to Business Systems
- Add them to your company Org Chart
- Enter them into your payroll software
- Create an email as needed
- Add them to the company-used software and create logins
First Day on the Job
Set the right tone from the very beginning. Assure your new employee that you are invested in their success and will provide all the tools, training, and support that they need.
Welcome and Orientation
- Welcome your new employee
- Outline what their first day will look like
- Tour the office and make introductions
- Provide orientation information
Introduction to Trainer
- Make introductions
- Review training expectations and support
Employee Tools and Support
- Provide login information to all business systems they will need
- Share the Standard Operating Procedures they will need
- Provide a copy of the company roster
- Share company policies
First Week on the Job
Outline what the first week on the job will look like for your new employee. First, set expectations and answer questions. Then assure your new employee that they will have the training and time needed to learn how to do their job successfully.
Goals – Create a 90-Day Plan
- Outline when the employee should be expected to be up to speed on all of their responsibilities over the next 90 days
- Create a training schedule
- Plan benchmarks of time when you will be checking in with them to provide feedback on performance and culture
- Refer employees back to the Standard Operating Procedures when they have questions
Check in with the employee’s trainer
- Cultivate teamwork, mentorship, and leadership
- The trainer should encourage the employee to review the Standard Operating Procedures as questions develop
This review will test your SOPs and show you where you can improve. It will also encourage a culture of independent work and ensure your quality standards are maintained.
Months 1-3
Now that your new employee is up and running, remind them that successful onboarding is a process. The next 90 days are crucial and will give them the time and experience they need.
Continue Training Following the 90-Day Plan
Ensure that your new employee understands:
- Their 90-day plan
- How to access their training schedule
- Where to find training materials
- How to use the company SOPs to find the information and answers they need
Continue Employee Check-Ins
Check-ins should be made by your new employee’s trainer and supervisor
- Set times for weekly or monthly reviews
- Go over the training schedule and note successes and areas of improvement
- Answer questions, give directions, and remind them to refer to their SOPs for help
- Even if you don’t manage your new employee directly, check in to see how they are doing, how their training is going, and if they feel like they have the support they need
Conduct a 90-Day Employee Review
Review employee performance and adherence to culture at the end of 90 days.
- Review training and recognize successes
- Refer employees back to the Standard Operating Procedures when they have questions
- Set new goals
- Schedule the next employee review
Following a 90-day employee onboarding process ensures that your new employee will know what to do and how to do it successfully.
As you can see, Standard Operating Procedures play an important role in the first 90 days that a new employee is working with you. In truth, they always play an important role. Learn how to create, organize, and maintain a powerful SOP here.