Home Resources Follow This Six-Point Checklist To Strengthen Employee Onboarding

Follow This Six-Point Checklist To Strengthen Employee Onboarding


With technology growing more rapidly than ever, companies in all industries find themselves primarily focused on staying ahead of the curb.

In the hustle and bustle of remaining state-of-the-art, it’s common to lose sight of specific aspects of a business. Even though those facets of an organization are just as vital as the latest and greatest app.

For example, there are far too many companies that fail to implement a detailed onboarding process. Sure, they may hand out a few training booklets and introduce new hires to the team, but successful onboarding goes much deeper than that.

When organizations fail to implement such a strategy, new hires slip through the cracks. In fact, according to the Harvard Business Review, up to 20% of staff turnover occurs within the first 45 days of employment.

Alternatively, according to Typelane organizations with a standardized onboarding process experience 62% greater new hire productivity. These companies also see a 69% boost in new hire retention.

Onboarding isn’t something that can be slapped together on an ad-hoc basis. Instead, employee onboarding necessitates individual checkpoints that make the process beneficial for the company.

Let’s start with the six suggestions discussed below:

1. Align all the Departments.

Centralizing an onboarding group across all departments of an organization will pay huge dividends when bringing on new hires.

Ensure that the required assets from onboarding (e.g., training materials, company swag, and technological equipment) are placed in one easy-to-access spot.

Though, sometimes businesses do have more than one location. In which case, carefully assess and measure what’s equally time-efficient for all offices or stores.

A consistent experience for all new hires keeps matters concise, simple, and easy to track. And making it convenient for experienced staff who are involved in onboarding will keep them enthusiastic and prepared for their role.

2. Get Systems Firing on All Cylinders.

It’s surprising how many new employees end up having titanic battles with company systems and technology.

Whether it’s an inactive email address, a project management software glitch, or a cracked computer screen, etc., these are hiccups that stall productivity. They also frustrate new hires and add to the anxiety that comes with conquering learning curves and adjusting to their position.

Now, onboarding is a lengthy process. So, even if there are issues upon a new team member’s first day, stop at nothing until the problems are fixed. It can’t fall by the wayside, or else a potential top talent’s initial impression of a company won’t be shining.

Note that new hires need passwords and access to all systems, pronto. Once the employee is plugged into emails, for instance, they’ll be part of the conversation. Instead of being on the outside, looking in.

3. Define Onboarding Length.

Onboarding, takes up to three months on average, according to Forbes, who also points out that it takes new hires eight months to reach peak productivity. It’s then worth pondering whether companies should take even longer with onboarding.

Though, what would those involved in onboarding do for such an extended period?

For one, bi-weekly or monthly check-ins and status reports will keep a new employee on track. Plus, companies can implement scheduled training exercises throughout the months that incrementally increase in difficulty. These can provide some insight into a newer hire’s progress. Consider gamifying these exercises to keep talent engaged.

4. Make Doing Paperwork a ‘Day One’ Thing.

Orientation and onboarding are two completely different things.

To further elaborate, orientation can often stand in the way of effective onboarding if it’s not taken care of promptly. The process involves the necessary yet tedious administrative tasks that bog new hires down.

Know that onboarding software can automate what’s otherwise a time-sapping practice in completing paperwork. This way, new hires won’t become overwhelmed on what is already a demanding first day at their new job.

5. Go Beyond Introductions with Socializing.

Studies show that among software engineers in India, new employees sought out more information when they were socialized within the organization.

Everybody knows how it feels to be the new guy or girl. The first few weeks for anybody, without a standardized onboarding process, leads to walking on eggshells — which distinctly hinders productivity.

As such, it’s critical to take pains to ensure new hires collaborate continually with team members throughout the first few months of their tenure. This will harness a back-and-forth between colleagues and will speed up the new hire’s acclimation to the office culture.

People usually start weeks after they’ve been hired onto a team. So, HR departments and other leaders within an organization should encourage staff to reach out proactively (via LinkedIn or email, if possible) before the new hire starts.

6. Use Technology to Streamline Onboarding. 

With employee onboarding software available to organizations, companies shouldn’t relegate themselves to archaic, inefficient methods.

Onboarding is integral to the long-term success of a business. Preventing the cost of employee turnover alone is enough reason to use the kind of technology that’ll ensure the most seamless execution.

Furthermore, the importance of onboarding starts at the top. The cost of one failed executive for a company is 213% of their salary, according to the Center for American Progress.

The most successful companies will back themselves with the right tools and software to get the job done right. They’ll also adhere to the other five steps provided throughout this blog.