Onboarding is the process of integrating new employees into an organization, equipping them with the knowledge, skills, and behaviors they need to succeed. This process goes beyond merely completing paperwork; it involves activities designed to acclimate new hires to the company’s environment, values, and expectations. Effective onboarding is critical because it shapes first impressions, influences long-term retention, and boosts productivity. A positive onboarding experience fosters a sense of belonging and engagement, making new employees feel valued from day one.
Moreover, onboarding sets the foundation for an employee's journey within the organization. It introduces them to not just their job responsibilities but also to the company's culture and future opportunities for growth. According to Gallup, 70% of employees who have a great onboarding experience describe their job as “the best possible job” for their career. When new hires understand how their role contributes to the larger goals of the organization, they are more likely to feel invested in their work. This connection is essential for creating a motivated workforce and reducing turnover, ultimately benefiting both employees and the organization as a whole.
To begin improving your onboarding process, you can start by creating an onboarding checklist.
An onboarding checklist is a set of standardized procedures that gathers together onboarding needs like compliance documentation, benefits elections, and more to create a streamlined and consistent onboarding experience.
This retention-focused approach to onboarding allows HR pros to better track the work and time associated with bringing on new employees, which gives organizations an easier way to identify and address inefficiencies in existing onboarding processes.
Employers that use onboarding checklists should include the following sections:
Some organizations have different roles that require different tech. To account for this, HR should develop unique onboarding checklists for different departments and possibly even different roles.
Here’s an example of an onboarding checklist in BerniePortal:
This checklist should coincide with a 30/60/90 day plan so that employees can feel fully prepared to begin their new role.
What Is a 30/60/90 Day Plan?
A complete, effective onboarding process should take three months. On their first day, new employees should receive a 30/60/90 day plan.
A 30/60/90 day plan is a detailed breakdown of a new employee’s action items over the course of three months. It helps new hires feel more in control of their role, as they have a clear direction of what they need to do to succeed. Providing this document helps employees integrate quickly into their role and become a valuable team member.
When creating a 30/60/90 day plan, make sure to set the employee’s top priorities, include specific, attainable goals, and have a method for determining success. When the 90-day plan is complete, the employee is fully onboarded.
Onboarding can be tricky to get right. However, HR teams that use the following best practices can get closer to perfecting their approach to employee onboarding:
An effective onboarding process is crucial for fostering a positive workplace culture and retaining top talent. By implementing a structured onboarding checklist and a clear 30/60/90 day plan, organizations can ensure that new hires feel welcomed and prepared to succeed.
You can stay informed, educated, and up-to-date with important HR topics using BerniePortal’s comprehensive resources: