It is crucial to provide an onboarding plan and structure for a new employee’s first few months. Depending on the position the candidate was hired for there are different variables to consider, but utilizing this template can help give you a place to start.
Employee Onboarding Plan
Pre-Start:
Welcome Email:
Send a warm welcome email to the new employee, including details about the first day, required paperwork, and any pre-arrival tasks.
Paperwork and Documentation:
Provide necessary employment forms, contracts, and documentation for completion before the start date.
First Day:
Welcome and Introduction:
Greet the new employee upon arrival and introduce them to key team members and colleagues.
Office Tour:
Conduct a tour of the office, highlighting essential areas like workspaces, restrooms, kitchen, and any other relevant facilities.
IT Setup:
Ensure the new employee has access to necessary computer systems, email, and software. Provide login details and any required training.
Introduction to Company Culture:
Conduct a session to familiarize the employee with the company’s mission, values, and culture.
Review Company Policies:
Go through essential company policies, such as work hours, dress code, and any other relevant guidelines.
First Week:
Team Introductions:
Schedule one-on-one or group meetings with team members to foster connections and understanding of roles.
Training Sessions:
Provide initial training on the company’s tools, processes, and systems required for the role.
Managerial Meetings:
Schedule meetings between the new employee and their manager to discuss expectations, goals, and any questions.
First Month:
Role-Specific Training:
Implement role-specific training, including shadowing opportunities, workshops, or online courses.
Performance Expectations:
Communicate performance expectations, goals, and milestones for the employee’s first 30, 60, and 90 days.
Feedback Sessions:
Schedule regular check-ins to provide constructive feedback and address any concerns or questions the employee may have.
Ongoing:
Mentorship Program:
If applicable, assign a mentor to guide the new employee through their first few months and provide ongoing support.
Professional Development Opportunities:
Discuss and plan professional development opportunities, including workshops, conferences, or courses.
Team Building Activities:
Encourage participation in team-building activities to strengthen relationships and promote a positive working environment.
Feedback and Continuous Improvement:
Regularly solicit feedback from the employee about the onboarding process and make improvements based on their suggestions.
Celebration of Milestones:
Acknowledge and celebrate the completion of key onboarding milestones, such as the first 30 days or successful completion of training.
Integration into Company Culture:
Continuously work to integrate the employee into the company culture and foster a sense of belonging.
By following this onboarding plan, we aim to provide a smooth and positive transition for the new employee into their role at [Company Name]. If you have any questions or concerns throughout this process, please do not hesitate to reach out to the HR department or your assigned mentor. Welcome aboard!
What’s Next?
Moving into the new employee’s first few months and further it’s important to revert back to the onboarding plan to ensure you are still coaching them and following a timeline. This helps increase the employees trust in the company and it’s hiring managers as well as opens lines of communication for expectations.
