A well-developed onboarding process builds in processes to handhold, review and equip the new hire not just in the first week, but usually up to 90 days to a year. Best in class companies believe that onboarding is a continual process, not restricted to the first year.
Get feedback from the employee with regard to his “settling in” – in the organization.
Review the new hire performance and provide feedback on specific tasks.
Provide relevant feedback - regularly and consistently.
Review performance and development goals.
Facilitate one on one meetings with managers, skip level managers and HR.
Facilitate relationship building across business and functions.
Review the employee with their buddy with regard to any queries.
Facilitate socialization with the new hire taking an active part in office events, work related and otherwise.
Ensure the employee has attended the new hire orientation program.
By 90 days the employee should feel a part of the organization, able to work and produce results independently.
Review and discuss performance and development goals.
Provide meaningful feedback, and facilitate necessary training.
Get employee feedback on the onboarding and new hire orientation program.
Continue one on one meetings.
Set realistic performance goals.
Review the employee with the assigned buddy for feedback.
Continue facilitating relationship building and socialization in the organization.
Facilitate job shadowing.
