What Employees Need to Be Successful

Let’s make sure your employees are set up for success on the first day of work. This is a helpful guide for whoever does the hiring in your office.

Before their first day

  • Tie up all loose ends for the interview process for all candidates
  • Have their space ready for them upon arrival
  • Share their pronouns with the team before they arrive
  • Plan to make it a special day
  • Prepare the paperwork
  • Set up their company email or phone number
  • Plan your schedule ahead of time, so you can give the new hire your full attention
  • Gather all codes, and send necessary ones prior to the first day (i.e, parking code, meeting codes, email password)
  • Print personalized handbook with their job description
  • Help your team understand their roles in the onboarding process
  • Prepare small first day tasks and walkthroughs

Day one

  • Office tour
  • Introduce them to their team members
  • Get them set into their space
  • Allow a time for questions and concerns
  • Set them up with small tasks or someone to shadow
  • Make a big deal out of their first day (i.e. bring lunch for the office, give them a welcome basket)
  • Set aside time at the end of their day to debrief

30-60-90 Day Onboarding

  • Continue to engage regularly with the new hire
  • Spend the first 30 days for in depth training and shadowing
  • Get paperwork done the first week of hiring
  • Schedule onboarding meetings and training sessions
  • Ask what areas they need additional training in
  • Confer with them and your team about wins and concerns
  • Spend the second 30 days giving them more independent responsibilities
  • Keep up with the team to see which areas the new hire is excelling in or is struggling in
  • Have your team member start leading small projects without oversight
  • Spend the last 30 days letting your new team member get used to the full position independently
  • Let go of the reigns, but be accessible for questions and concerns
  • Check up less frequently on project completeness
  • Do one final check up after the 90 days, and add additional training if necessary

To keep your employees long term, you have to make these investments. Training and onboarding can be the difference in having a lifelong engaged employee and a fast turnover.

If you need a handbook revamp or training in how to set up a good onboarding process, send us an email to: