Use our new hire checklist to onboard properly and increase retention

13 Ways To Onboard Happy Employees and Increase Retention

Posted December 21, 2015 by Tracey Wallace in Hiring and Onboarding
Onboarding new hires can help you increase retention and make sure they get started fast. Here's a checklist to help out.

We've also built an infographic on how to best create a warm welcome for employees. You can check it out here.

The onboarding experience is crucial for employee retention. This is the moment at which you can set someone up for success within your company.

And hey, you probably just spent a good chunk of time and money to find this person in the first place and get them to take the job, so not onboarding them correctly would be a total waste.

Proper onboarding reduces churn, increases retention, and provides a fun, valuable experience for all.

Onboarding without a set process is difficult for a new company. Current employees don't normally feel like they have time to do it. And the people doing the onboarding have typically been at the company for a while and sometimes they can be a little unaware of what new hires know and don't know.

It’s easy to forget how confusing a new company vibe was and sometimes relevant details slip through the crack. Our new hire checklist will help to make sure that doesn’t happen and that you’re introducing your new employees to a successful and happy career with your company.

              <h1 dir="ltr"><span>New Hire To-Do</span></h1>

Group New Hires Together

Starting a new job is intimidating, even for the most confident of us. If possible, schedule multiple new hires on the same or similar start dates so you can educate them together. This will save you time as well as give new hires with a friendly face or two with whom to learn together.

These employees don’t need to be in the same department to learn about the brand voice, vision and values. This is a great opportunity for people from different teams to meet, making it easier later to build cross-functional relationships.

Personalize Everything

We don’t have to say here that you should send an email out to the entire company, or at least the new hire’s immediate team members, to introduce them and welcome the new employee. Be sure to include fun, random details, too. Work isn’t just about your professional talents, but also about the shared connection each of us has a human beings.

Ask new employees to share their most retweeted tweet, their favorite food, their favorite astrological sign –– anything, as long as its random enough for people to remember. At Justworks, we make everyone share their first concert at the employee's first all-hands meeting.

Details Matter! 13 Ways To Onboard Smoothly:

OK, but for real, we promised you a checklist. Here it is:

Before the new employee gets to the office, be sure to let them know:

Want pro tips on how to hire for company values?

Get the Guide

  • What to bring — i.e. two forms of ID, a computer, etc.
  • The office address and how to get there (Do they have a parking spot? Is it close to a subway stop?).

  •               <li>Send out an email to everyone in the office one or two days ahead of the employee's start date, so they're prepared to welcome the new hire.</li> 
                  <li dir="ltr"> <p dir="ltr"><span></span>Assign a buddy or go-to person your new employee can turn to with questions. If possible, ask that person + a few other team members to grab lunch with the new hire on their first day.</p> </li> 
                  <li dir="ltr"> <p dir="ltr">Get the new worker a security badge if he or she needs one.</p> </li> 
                  <li dir="ltr"><span>Set your new hire up on your payroll and HR system. With <a href="" target="_blank">Justworks</a>, all you need to do is add them as an employee on your dashboard and we'll take care of the rest. Otherwise, you should plan on collecting their bank account information as well as paperwork for healthcare plans.</span></li> 
                  <li dir="ltr"> <p dir="ltr"><span>Provide a nameplate on his or her desk or office door as a tangible sign that you've prepared the space. If you're in an open floorplan office like us, there are other things you can do to prepare the space. At Justworks, everyone gets a company computer and a welcome mug. </span></p> </li> 
                  <li dir="ltr"> <p dir="ltr"><span>Give a tour of the office, particularly pointing out the restrooms, kitchens, meeting rooms, copy rooms and other essential office space rooms.</span></p> </li> 
                  <li dir="ltr"> <p dir="ltr"><span>Set up the computer as soon as possible. Again, if like us you provide your employees with company computers, make sure it's set up and that they have the necessary software they need for the job, or that they know how to get it.</span></p> </li> 
                  <li dir="ltr"> <p dir="ltr"><span>Configure the new employee's email account.</span></p> </li> 
                  <li dir="ltr"> <p dir="ltr"><span>Set up his or her phone system, and provide instructions for using voicemail, if necessary or needed.</span></p> </li> 
                  <li dir="ltr"> <p dir="ltr"><span>Have a stack of business cards waiting –– this one would be particularly impressive!</span></p> </li> 
                  <li dir="ltr"> <p dir="ltr"><span>Schedule out 30-, 60- and 90- day meetings to talk about how the new hire is adjusting, any problems they are having, etc.</span></p> </li> 
                  <li dir="ltr"><span><a href="/blog/infographic-new-hire-checklist-create-warm-welcome.html" target="_blank">Use this quick and easy checklist</a> to at least ensure you've covered your bases.</span></li> 
                 </ul> <p>In all, your goal here is to make the arriving employee feel as excited as possible to get started on their new role. You want to set these people up for success by making sure they understand the company basics as well as have a few new friends to lean on in the case something comes up.</p> <p>Proper onboarding reduces churn, increases retention, and provides a fun, valuable experience for all. After all, you can always ask for feedback on the onboarding experience and get some great outsider viewpoints on how it all went!</p> 

    This material has been prepared for informational purposes only, and is not intended to provide, and should not be relied on for, legal or tax advice. If you have any legal or tax questions regarding this content or related issues, then you should consult with your professional legal or tax advisor.