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Discover how an onboarding checklist can streamline your process and improve employee engagement.
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Now that you have added a new employee to your team, it is time to help them settle in. Setting the scene for new hires’ success and satisfaction is a crucial ‘make or mar’ component of your business growth.
And while that may seem daunting, an organized onboarding checklist is the perfect road map to do the trick!
It ensures that all required activities are carried out and new hires receive the assistance they need during their transition.
This article will discuss the power of a new employee onboarding checklist and provide tips for creating a practical checklist.
An onboarding checklist is a document that outlines the duties and activities required to ensure a seamless transition for new hires. It functions as a manual, ensuring all necessary procedures are in place to ease new employees into the workplace environment, provide them with the essential tools, and align their goals with the business.
During onboarding, the company can use the checklist to provide new hires with the necessary resources and support to integrate into their roles. It ensures all critical phases are included and the new employee has a thorough and standardized onboarding process.
Your checklist may include completing employment paperwork, learning company policies, setting up workstations, explaining corporate policies and procedures, giving out training materials, allocating mentors, and monitoring the new employee's development throughout the first few months.
Brandon Hall Group's studies suggest that companies with effective onboarding procedures increase productivity by over 70% and recruit retention by 82%.
You can provide an appealing onboarding experience that paves the way for continuous achievement and employee happiness with the help of a well-designed checklist.
Here are the benefits of having an onboarding checklist:
HR specialists and managers can effectively manage and monitor the progress of each assignment by using a comprehensive checklist that covers all the required procedures. Simplifying the process eliminates ambiguity, saves time, and ensures nothing is overlooked during onboarding.
An onboarding checklist provides a standardized method, guaranteeing that all recruits receive the same knowledge, tools, and experiences. Maintaining consistency creates an even playing field, ensuring employees have the information and resources to succeed.
Additionally, it encourages equity and removes the possibility of some employees missing crucial information.
For new hires, starting a new job may be intimidating. A checklist for onboarding serves as a guide, leading the team members through the many phases of the onboarding process.
It gives a clear path for their integration into the business and helps them understand expectations. A structured onboarding procedure will ensure new hires feel more assured, supported, and ready to begin their new jobs.
An effective onboarding checklist ensures nothing is left out. So new hires get the proper orientation, instruction, materials, and introductions to relevant team members.
They feel more a part of the company and are better able to comprehend how their contributions affect the success of the company. In turn, their engagement increases productivity, motivation, and commitment to the job.
Adherence to legal and regulatory obligations is a crucial step during the onboarding process. An onboarding checklist assists HR specialists, and managers ensure that all required documentation, training, and certifications are completed precisely and on schedule.
By using the checklist, organizations can reduce compliance risks and mistakes, lower their risk of legal liability, and maintain compliance with all applicable laws and regulations.
Understanding the key components to include in an onboarding checklist equips you with practical insights to create an effective onboarding process.
It also allows you to build a structure that can be replicated within the organisation to enhance new employee integration into the company.
Let's dive in!
This includes setting up the new employee’s workspace, equipment, and systems and completing all required paperwork.
This entails introducing the company's mission, values, and culture to the new staff. It often includes a workplace tour and introductions to key team members.
Providing relevant training programs and resources to help new employees acquire the knowledge and skills required to excel in their roles. This can include virtual training sessions, practical workshops, buddy systems, and mentorship opportunities.
This involves covering important paperwork such as benefits enrollment, company policies and procedures, etc.
Establishing channels for open communication, providing continuous support, encouraging social interactions, networking opportunities, and conducting regular performance check-ins to ensure the new employee's success and address any concerns or questions.
Understanding and assessing your organization’s needs is essential before creating an onboarding checklist.
Here are simple tips to help you begin:
Break the onboarding process down into discrete phases and determine each milestone.
Describe the new employee or other participants' duties for each milestone.
Put the tasks in a sensible sequence, giving precedence to the most important ones.
Decide if HR, the department manager, or a combination will handle each job.
Benefit from Assembly's onboarding checklist templates, a good starting point for creating your checklist.
The New Hire Survey Flow enables you to collate relevant information to support the process within your new employee’s first 30 days. You can get the best out of the new hire by gaining insights into the employee’s work preferences and proactively addressing any challenges.
Once your new employee begins to settle into their new roles, your work isn’t done yet. There’s a need to understand how they are settling in. An Employee Pulse Survey Template lets you get a feel of how your new hires are faring and get feedback.
As mentioned earlier, you need to recognize achievements even in an employee's early days. Give Recognition Flow makes it easier to appreciate your new hires and spur them to do more.
Pre-onboarding is a crucial phase that lays the groundwork for a seamless onboarding process. To ensure that everything is ready before the new hire's start date, the following should be on the onboarding checklist:
During orientation, companies should introduce new hires to the organization’s mission, values, and policies. The following activities should be on the onboarding checklist to guarantee that new hires get a thorough orientation:
New hires need the proper information and skills to succeed during the role training phase. Here are the things to ensure new hires get the assistance and training they require:
The role transition phase aims to assist recruits as they fully assume their jobs and assume more responsibility. Activities to include are:
The success of an onboarding checklist depends on the type of tools and resources available to create a seamless process. The right tools offer a structured framework, automation features, and customized templates to speed up the checklist generation process.
Assembly, a user-friendly employee engagement tool, is one of the best solutions to help you get the best out of any onboarding process.
Here are some tips for maximizing these resources:
Your tech stack can be the difference between how well you can onboard new hires. Here are the benefits of using an HR automation tool like Assembly to handle onboarding:
Depending on the organization's size and structure, different people may have different responsibilities for managing the onboarding checklist.
In larger teams, HR professionals are typically responsible for managing and directing the onboarding procedure. The hiring manager may be in charge of the checklist in smaller businesses.
Alternatively, HR and the hiring manager can work together to guarantee prompt executions. Clear communication and a dedicated point of contact ensure a seamless onboarding process.
A well-planned onboarding checklist assures new employees of the company’s dedication to ensuring their inclusion, development, and advancement within the company. And you can create an easy and smooth transition period for your new hires by accelerating and automating the processes involved.
Companies can make a good first impression and develop close bonds with new hires by offering an organized and thorough onboarding process. This encourages loyalty and long-term commitment.
Assembly’s suite is a great way to leverage customizable tools to boost new employee engagement, productivity, and satisfaction.
Here is what Upkeep says about the ease of using Assembly for onboarding.
It ensures that all required activities are carried out and new hires receive the assistance they need during their transition.
This article will discuss the power of a new employee onboarding checklist and provide tips for creating a practical checklist.
Get the foundational knowledge on creating an employee recognition program that boosts employee engagement and helps them feel valued.
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Yes, at Assembly, security is a top priority. Each quarter, we have ongoing security work that is everyone’s responsibility. While we maintain a strong security posture, it was important for us to prove to our customers that we do everything we claim to do. This led us to pursue a SOC 2 Type II report that would provide evidence of our compliance with industry gold-standard security practice.
There is study after study showing that employee recognition leads to increased engagement. This in return creates an environment where employees are happier and more motivated which increase productivity and reduces voluntary turnover significantly. In order to filled critical roles, companies tend to spend nearly twice the value of an annual salary. Assembly is an investment in your employees that supports your bottom line.
Yes, we will offer contracts for companies with longer-term agreements to help larger customers have more certainty around future costs.
The minimum agreement term is a 12-month subscription.
We do and for FREE! Any new customer needing further support to get started with Assembly to ensure you're set up for success can request custom onboarding support. Improving your employee experience is about much more than just using our amazing software; it’s about transforming your business to create a workplace that people love. That’s much easier to do with the personal support and advice from our passionate people experts.
At the time of redemption (when your employees exchange their points for a paid reward) you'll pay face value. If a reward is a $10 Amazon gift card, your cost will be $10. All paid rewards are billed for on a monthly basis.
The good news is that you don't have to pay for rewards upfront because we only charge you when points are redeemed, not when they're earned.
We offer discounts or educational or charitable organizations. In order to secure a discount, you'll first need to book a demo with a customer support specialist.
For all other organizations, we are willing to consider longer-term agreements in exchange for discounts. To set up annual plans or longer, you will need to book a demo with a customer support specialist.
If you're on a month to month plan, you can go here and cancel anytime. If you're having concerns or need help setting up your account for success, you can always book a demo with a customer support specialist.
If you're on a longer-term custom plan, you'll need to reach out to your customer support specialist to cancel your account or email us at support@joinassembly.com.
Great question! You can customize your core values to match your organization's to boost and track alignment. You can change your currency from the 🏆 emoji (our default) to any emoji of your choice. You can swap our logo for your own. You can also set up company culture rewards such as, "Lunch with the CEO," "Buy a book on us," and so much more!
While we recommend a peer to peer set up where anyone in your organization can give or receive recognition, you can set up Assembly however you want. If you need to limit the people who can give or receive recognition, that's perfectly fine and can be done from your Admin, here.
Assembly connects to the tools your employees use every day to offer an easy, seamless experience with minimal change management.
Assembly has integrations with HCM/HRIS systems like ADP, Google, Office 365, and Slack. We also integrate with communication tools like Slack and Teams so you and your employees can access Assembly wherever they work now.
That depends on the company's permissions set up. That said, over 90% of the employees on Assembly's platform are recognized on a monthly basis. That means nearly every employee across all of our customers are receiving regular recognition from their peers, managers, or leadership. We're extremely proud of this.
They are not required. You can use Assembly without having rewards set up. However, we don't recommend it if you intend to have a high adoption and usage rate. You can always keep the costs down by offering internal culture rewards that are fulfilled by you internally.
No, you can remove allowances from anyone or everyone. It's up to you but we do recommend using points whether they're worth a real dollar value or not. Companies that use points have a much higher engagement rate even if those points don't exchange for real dollars.
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