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 Around 40% of businesses consider their own onboarding process to be less than moderately effective (source). If that’s the case, then what’s the point? Why even set up onboarding if you believe that it has basically no effect on your new hires?



Onboarding is a great opportunity to introduce all new employees to the culture of your workplace. This onboarding process is your first opportunity to set an example and include new employees as a real part of the team. Getting employees engaged from the very start will help to maintain a fully engaged workforce.


What better way to begin employee engagement than to start with their onboarding experience? Your onboarding can set the tone for the entire workplace experience. Decide on what kind of environment you want to set up for new employees and you’re on your way to great employee engagement.


Save the paperwork for another time.

You can send paperwork to employees electronically to be filled out another time. During an orientation or the first day of work, show them around, introduce them to everyone, and let them know what kind of environment they’ll be working in. This helps employees feel more like a part of the team right away and gives them a sense of how they fit in.


Make them feel welcome by being prepared.

Have their desk or workstation set up and computer or locker ready to go, along with any login information or other important resources. Walking into an unfamiliar workplace already makes new employees feel like outsiders, but you can help them feel like a part of the team by being prepared for them. Don’t wait until they arrive to make a space for them and start figuring out what they need.


Create new hire materials.

Create a space for new employees to explore information about the company and its employees during their onboarding time. Include as many resources as you want in this, whether it’s located on a social media page, a website, or a shared employee storage drive. Keep in mind the kind of culture and tone you want to display for these employees as you create these materials.


Develop a 90-day plan.

Set goals for the learning process and outline everything that should be covered for the new employee to learn the job. This gives the new hires a good idea of what they’re going to learn, and it serves as a reminder for managers so they don’t forget anything. Items can be crossed off as they are learned to keep track of progress.


Give feedback from the very beginning.

Don’t wait to see what kind of employee they become after settling into their new position. Let them know what they’re doing well and what expectations you have for them. By communicating these kinds of things early on, the employee can have a clear idea of their position and their performance. Good, clear communication is an important step toward employee engagement.



Use this onboarding checklist to review and update your onboarding process today. You can create a more engaged culture in your workplace and start seeing the benefits right away!


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