Do you remember how you felt the last time you started in a new job? Excited? Nervous? Terrified? Changing jobs can be a life-altering experience and as managers we play a crucial role in creating an onboarding experience that makes the new colleague feel good and achieve performance fast.
Over the span of +10 years we have been honing in on what it takes to onboard well and have summarised those learnings in this best practice guide that you can follow.
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A high quality onboarding plan sets crystal clear expectations, helps the colleague see what success looks like and serves as an anchor point for them, during a time where many things are new.
Investing your efforts in a clear onboarding plan is something both you and your new report will be grateful for. Not only will it serve as an invaluable map to guide your new colleague in their learning, it will also make it easy for you to track how successful the onboarding is going.
As you work on the onboarding plan, consider interviewing the colleagues that recently joined about their experience. What worked well for them? What was missing or slowed them down? In retrospect, could anything make day one slightly better?
To support hiring managers, we made it a standard for People Operations to invite you to a pre-onboarding meeting to run over the onboarding plan and help you make it as good as possible.
<aside> 📄 See an example of an onboarding plan here (proprietary)
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For a person to quickly succeed in a new job requires a set of skills and knowledge of the new domain. The knowledge piece is often overlooked and can be a crucial factor for someone to find performance fast. Do what you can to make this part explicit in the onboarding plan.
All new colleagues will go through universal onboarding sessions scheduled and designed by People Operations that gives a basic introduction to AutoUncle as a business and company. Reach out to them to learn more about what that contains. Use the following links to learn more about what new colleagues are introduced to in their universal onboarding: