Perhaps you can share any branded material, like a sweatshirt or mug, as a welcome gift.Īdditionally, consider sending your new hire an email, cc'ing all team members, welcoming them to the team. Give your new hire any relevant reading material, including company-wide policies and procedures, an organization chart, and a description of her role, as well as the company's values, mission, and culture (unless this is included in employee handbook)īefore the first day, you might also consider leaving a note on your new hire's desk, welcoming them to the team.Provide your new hire with a company email.Gather the necessary tools, such as a computer, and/or access to any required software.Prepare a workstation for your new hire.Ask your new hire to review your company's employee handbook and sign a non-disclosure agreement.W-4, I-9, and insurance forms, direct deposit forms). Of course, certain tasks, such as necessary paperwork or required reading, will differ depending on the company or role. The following onboarding checklists are for managers or HR departments to use when they are helping a new hire integrate into the company. While onboarding will vary for each employee, there are a few components you should include for any new hire.

However, it's important to note, onboarding isn't one-size-fits-all - a junior copywriter is going to need different tools to succeed at your company than a new marketing director. Onboarding ChecklistĪn onboarding checklist is one of the easiest ways to ensure your onboarding process includes all the necessary elements to fully integrate new employees into your company. To ensure your new hires remain thrilled by your company and engaged in their roles long after the initial onboarding process, take a look at our onboarding checklist. If you don't implement a memorable and helpful onboarding process that fully integrates new employees into your company, you risk higher turnover rates and less productive teams. Ultimately, your company's onboarding experience is your employees' initial introduction to the company. Stay with a company for at least three years It was an internship, but nonetheless, it quickly taught me the importance of onboarding.Īlmost 70% of employees are more likely to Who was on my team? Wasn't I supposed to meet them? Were there other interns, and where were they? And what was the culture like, really? feeling both largely unprepared and frustratingly secluded. Then, I found my cubicle and got to work. When I walked in the doors, my boss gave me a brief, 20-minute rundown on how the organization was structured, what my role entailed, and what my first assignment would be.

It was the first day of my first internship in college.

Timetracker with lunch