C H E C KBLefIoSreT d ayF oOneR BUILDING A GREAT JOURNEY

YOUR STEP-BY-STEP GUIDE TO CREATING AMAZING NEW STARTER WELCOMES C H E C K L I S T | 0 2

N E W E M P L O Y E E O N B O A R D I N G MILESTONES 01 02 Engage Before First Day Day One Agenda & Orientation

03 04 05 First Week Probation Period Towards Immersion Encouragement First Anniversary

N E W E M P L O Y E E O N B O A R D I N G WRAP THEM IN A COAT

Expressing the team (not just organisation) vision, cultural values, ULTURE C quirks and what makes the team unique is vital when building a memorable and successful onboarding journey

Ensure the new starter understands how their role directly O BJECTIVES contributes to the overall team and organisational goals with clear examples of the impact this can make to the business

DMIN Get the basics right, streamline new starter administration and A remove friction to enable new starters to focus on early learning

Enable team members to play a role in the new starter induction T EAM before day one and beyond for an incredibly favourable impression of the team ethos and sense of belonging C H E C K L I S T | 0 3

E N G A G E 01 BEFORE DAY ONE

FAST OFFER & ACCEPTANCE INTRODUCE THE TEAM

To form a great first impression, the boring Build relationships early and start introducing but important parts need to be streamlined your new hires to the team they’ll be joining. with a fast, easy to complete electronic offer Don’t try to boil the ocean, concentrate on and acceptance process. introducing the 4 or 5 key people that the new starter will be working with.

REMIND TEAM LEADERS SHOW OFF YOUR CULTURE

By focusing on the top 5 tasks to complete, People love to join organisations that just-in-time reminders ensure that managers align with their values and beliefs. It’s can have the highest impact on new starter important to keep reinforcing your culture, productivity. Google found a simple reminder brand and unique style to new starters before alert reduced the new hire time to day one. productivity by a full month - 25% faster! (Source: ERE)

B E F O R E D A Y O N E C H E C K L I S T :

Culture Objectives Admin Team

CEO welcome Company vision Offer accepted & Team intro's & 1st forms complete day reminders Company values & Position & role Team lingo & provisioning history detailed description terminology

Call out to social Systems & desk Invitation to group media profiles provisioning chat tools Gift for new starter Compliance courses

Orientation plan

“We different kinds of lunches and meetings to help people to understand their colleagues they’re going to be working with." (Source: CultureAmp) C H E C K L I S T | 0 4

A G E N D A & O R I E N T A T I O N 02 FIRST DAY

MEMORABLE FIRST DAY BUDDY UP

Fear of the unknown applies to the initial Assigning a peer buddy is also a great way to phase of a new in addition to the concern show the new starter the ropes. Consider of being overwhelmed with information. a team mate rather than their manager who they'll feel comfortable asking mundane but It is important to ensure the new starter has important questions about the , an idea of their first day's agenda and how the culture & quirks of the team. orientation will work by the time they arrive on day one or soon after arriving. The buddy is also a great person to Information should be be drip fed, when it is introduce the new employee around and do required, for the information to be retained in the tour of the office to build rapport and any meaningful way. relationships.

PROVISIONS READY

Not having a desk, laptop or access pass ready to go is one of the most common complaints and often cited reasons for lost productivity and low engagement.

F I R S T D A Y C H E C K L I S T :

Culture Objectives Admin Team

Culture sessions Company goals & First day schedule Team welcome & strategy introductions

Team goals & Onsite inductions Buddy program strategy

“Twitter scheduled happy hours for new starters to meet with senior cross functional talk” (Source: Quora) C H E C K L I S T | 0 5

I M M E R S I O N 03 FIRST WEEK

LET CULTURE SHINE SHARE CASCADING GOALS

Culture plays a significant role in the Communicate early how the new starter’s goals longevity and engagement of employees. Take are aligned to the businesses strategy. New the time to think about the things that make starters will gain a greater understanding of the company and team unique and then plan their impact and enable more informed decision the best way to convey them. making in the first critical months.

INTRODUCE THE TEAM INSPIRE NEW STARTERS

Building lasting relationships is key for Sharing development plans and retention, so get the new hire to meet as required skill sets for senior roles many people as possible in their direct orbit. demonstrates that the business is interested Plan how to re-introduce key people, and supportive of their development. This remembering that the first introduction will information can help new starters to have an be one of many in their first week. informed discussion with managers about Bonus points if you can introduce senior learning and development during the first leaders & CEO. week of immersion.

F I R S T W E E K C H E C K L I S T :

Culture Objectives Admin Team

Product & services Career path & goal Set up schedule Buddy program inductions setting for regular probation reviews Schedule meetings Start on Establish regular with key teams & meaningful work meet ups with executives functional team

“New hires are immersed in the value of "knitting" - a term used to mean collaborating with people and seeing the world from different points of view. The theme continues through the first week and wraps up by with KnitSF" (Source: Quora) C H E C K L I S T | 0 6

E N C O U R A G E M E N T 04 PROBATION PERIOD

ESTABLISH A ROUTINE REWARD LEARNING

It’s critical to enable an easy flow of feedback Employees often have an innate desire to learn, with your new starter and their feel inspired and be presented with throughout probation. opportunities.

Establish regular catch ups between team Studies show as many as 40% of employees who leaders and the new starter - confirm these in receive poor job leave within the everyones calendars to ensure they happen first year. Encourage external learning and on a regular basis. reward independent learning (on their own time) to reduce the risk of employees feeling These may include fortnightly one-to-ones, unfulfilled. (Source: GO2HR) monthly probation chats or a pulse survey. Regular touchpoints uncover early warning signs and identify which new starters might need some extra help.

P R O B A T I O N C H E C K L I S T :

Culture Objectives Admin Team

Encourage a Hold new starters Communicate how 360 feedback culture of shared accountable to role probation is tracked from peers learning & team goals throughout probation Share company Regular catchups results & team input regularly

“Every new engineer spends his or her first six weeks in Bootcamp, the intensive onboarding program designed to immerse new engineers into our code base, learn the ins-and outs of company culture and give them greater flexibility in choosing a project.' (Source: Toronto Star) C H E C K L I S T | 0 7

T O W A R D S 05 FIRST ANNIVERSARY

BEYOND ONBOARDING CELEBRATE, OFTEN!

The best onboarding programs take the first Teams who focus energy on ensuring year into consideration - until the first employees are happy, challenged, being anniversary. heard and have development opportunities foster a positive experience and greater Studies show up to 23% of new starters who likelihood that the employees will want to receive a poor onboarding experience depart stay with the business. in the first year. So the first anniversary is a great time to reflect on achievements, plan Keep track of anniversaries in a shared team for future development and celebrate. calendar and notify team leaders/managers a few days before to provide sufficient time to prepare an appropriate celebration with the team.

F I R S T A N N I V E R S A R Y C H E C K L I S T :

Culture Objectives Admin Team

Onboarding survey Career path & goal Send out Check in with team setting onboarding surveys leader

Anniversary gift Job & role Complete formal Feedback from reflection probation reviews peers

Celebrate Encourage learning Celebrate as a team milestones on opportunities internal socials

““At Groupon, no work anniversary (or Grouponiversary) goes unnoticed. This milestone is recognised with a bright green Adidas track jacket. Employees can even personalise their jacket with unique nicknames and receive star patches for each additional year at the company' (Source: Entrepreneur) Before day one

C R E A T E A M A Z I N G ONBOARDING WELCOMES

L e a r n m o r e a t h r o n b o a r d . m e