How to Onboard Employees for Success in Their First 90 Days

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Onboarding is not just about filling out paperwork and showing new hires around the office. It's an opportunity to set the foundation for a successful, long-term relationship between your company and the employee. The first 90 days of an employee's tenure are crucial to their integration into the company and to their long-term success. A well-thought-out onboarding process ensures that new employees feel welcome, empowered, and equipped to perform at their best from day one.

In this actionable guide, we will walk through the steps and best practices for onboarding employees in a way that maximizes their chances of success in their first 90 days and beyond.

Preboarding: Laying the Groundwork Before Day One

Before your new hire steps through the door, you need to prepare them for what lies ahead. Preboarding ensures that the employee feels welcome and starts to build an understanding of their role and the company even before they begin their first day.

a. Set Expectations Early

Send a welcome email or package ahead of time. Include details like:

  • First Day Agenda: A clear schedule of what their first day will look like, including who they will meet and any meetings they will attend.
  • Role Expectations: A brief description of their role, immediate tasks, and longer-term objectives.
  • Team Introductions: A list of team members they'll be interacting with, along with a brief overview of their roles.

Setting clear expectations early prevents the first day from feeling overwhelming and ensures they are mentally prepared to get started.

b. Organize Paperwork in Advance

One of the most frustrating aspects of starting a new job is filling out forms and completing administrative tasks. Provide the necessary paperwork (such as tax forms, benefits enrollment, and direct deposit) before the first day, either digitally or in a physical welcome packet. This will allow the employee to focus on their role and team on day one, rather than administrative tasks.

c. Prepare Their Workspace

Ensure that the new hire's workspace, whether physical or digital, is ready for them. This includes:

  • A clean and organized desk or workspace.
  • All necessary equipment, such as computers, phones, software access, and any other tools.
  • Login credentials for email, internal communication tools, and other relevant platforms.

When everything is set up and ready, it conveys a message that you care about the new hire's experience and are invested in their success.

The First Day: Welcoming and Engaging

The first day is a critical opportunity to establish a positive tone. A warm and engaging introduction can help reduce any first-day nerves and get the new hire excited about the journey ahead.

a. Make Them Feel Welcome

Start the day with a warm welcome. Have a designated person (usually their direct manager or HR representative) greet them and walk them through the company, introduce key team members, and explain the company culture. Creating a personal connection on the first day will help them feel comfortable and valued.

b. Company Overview

Provide an overview of the company's history, mission, vision, and values. This will help the new hire understand the "big picture" and how their role fits within the broader organization. It's important for employees to feel connected to the company's culture, which will help them build a sense of belonging and loyalty.

c. Set Clear Expectations for the First Week

While the first day should be low-stress, it's important to clearly outline what the first week will look like. This includes:

  • Initial projects or tasks they will work on.
  • Team meetings and other interactions.
  • One-on-one meetings with key colleagues or mentors.

Setting expectations early ensures that the new hire knows what's expected of them, and gives them a roadmap for success.

The First Week: Building Relationships and Learning the Ropes

During the first week, the focus should be on building relationships and understanding the company's operations, team dynamics, and role-specific responsibilities.

a. Introduce Them to Key Stakeholders

Start integrating the new hire into the team by introducing them to key stakeholders, such as team leaders, colleagues, and cross-departmental contacts. Schedule introductory meetings to give them an opportunity to understand the roles of the people they'll be working with and build rapport with team members. Personal relationships are critical for a successful working environment.

b. Provide Role-Specific Training

Ensure that the new hire receives proper training in tools, systems, and workflows they'll be using. This includes:

  • Detailed product or service training.
  • Hands-on experience with software or internal systems.
  • Learning the company's processes for project management, communication, or customer interaction.

At this stage, it's important that the new hire feels confident using the tools necessary for success in their role.

c. Encourage Ongoing Communication and Feedback

Encourage open communication between the new employee and their direct manager. Establish regular check-ins to assess progress, address any concerns, and ensure the employee feels supported. Feedback should be constructive, with an emphasis on growth and development rather than criticism.

The First 30 Days: Integration and Productivity

By the time the employee reaches the 30-day mark, they should be settling into their role, becoming more familiar with company culture, and starting to take on more responsibility. This period is about building confidence and refining their understanding of the job.

a. Assign Meaningful Projects

Provide the new hire with projects that challenge them but are also achievable. These tasks should reflect their growing competence in the role and help them feel a sense of accomplishment. Assigning meaningful tasks shows trust in their abilities and helps them see the value of their contributions to the team.

b. Continue Building Relationships

Foster a sense of inclusion by having the new hire attend team lunches, social events, or department-wide meetings. Building strong, supportive relationships is key to long-term job satisfaction and engagement. This social aspect can significantly improve an employee's integration into the company culture.

c. Set Short-Term Goals

Set achievable, measurable goals for the new hire that they can complete in the next 30 days. These goals should be aligned with their role and overall objectives. Tracking these milestones helps them feel productive and motivated, and allows managers to monitor their progress.

The First 60-90 Days: Establishing Full Integration

As the employee approaches the 60- to 90-day mark, they should be fully integrated into the team, with increasing responsibility and autonomy. This is the stage where you can begin to evaluate their long-term potential within the company.

a. Offer More Responsibility

At this point, the new hire should be ready to take on larger or more complex projects. Gradually increase the complexity of the tasks they are assigned, and ensure they have the resources they need to succeed.

b. Conduct a Performance Review

By the end of the first 90 days, a formal performance review is essential. This meeting should be constructive, giving both the employee and the manager an opportunity to reflect on the first few months. Discuss achievements, areas for improvement, and any support the employee may need to continue thriving in their role.

c. Clarify Long-Term Expectations

Use the 90-day review to align the new hire's career path with the company's goals. Discuss potential growth opportunities and set expectations for the future. This is also a great time to revisit any long-term projects or objectives and ensure the employee feels invested in their role.

Continued Development Beyond 90 Days

The first 90 days are just the beginning of an employee's journey with the company. The true challenge lies in continuing their development after the initial onboarding process is complete. Successful onboarding sets the foundation for long-term employee engagement and retention.

a. Ongoing Training and Development

Invest in your employees' professional development beyond the first 90 days. Offer them opportunities to expand their skills through additional training, workshops, or mentoring programs. Employees who feel supported in their growth are more likely to stay engaged and loyal.

b. Create a Culture of Feedback

Continue regular feedback sessions with the employee to ensure they feel supported and have a clear path forward. Encouraging a culture of feedback can help improve performance and address issues early on.

c. Celebrate Milestones

Don't forget to celebrate the new hire's accomplishments, whether big or small. Recognition reinforces a sense of value and belonging, further solidifying their connection to the company.

Conclusion

The first 90 days of an employee's journey are a crucial period in shaping their success within your company. By establishing a structured and supportive onboarding process, you set new hires up for a fulfilling and productive career. A successful onboarding experience not only ensures a smooth transition for the employee but also increases the chances of long-term retention, higher job satisfaction, and improved company culture. Take the time to invest in your employees' success -- the returns will be well worth it.

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