First impressions matter – and that’s just as true for employers as it is for employees.

A well-structured and hospitable onboarding process can have a tremendous impact on your new hire’s job satisfaction and productivity.

Here, we’ll lay out ten first-day tasks that you can tailor to suit your specific workplace:

Step 1. Send Out a Welcome Email

If there will be a structured training phase, lay out a timeline and clear expectations for ramping up to full speed.

Before your new hire’s start date, send them an enthusiastic welcome message with any relevant calendar invites and preboarding tasks. Confirm the position’s key responsibilities and other essential details like hours, locations, and equipment needs. You should also loop
in any current team members they’ll be working closely with. This
is a good time to double-check that the employee’s new email account works.

Step 2. Show Your New Hire Around

Give your new employee a full tour of your business’s communal areas and allow them to get familiarized with their individual workspace. Be sure to have their computer, phone, and other essential technology ready to go. Guide remote workers through your business’s digital platforms and tools.

Step 3. Introduce Them to Co-Workers

The social aspect of onboarding can’t be overlooked – even for remote workers, it’s crucial to establish face-to-face connections. You might start with a brief all-hands meeting and block off time for one-on-ones. You can even randomly pair your team members up for 30-minute coffee breaks.

Step 4. Give Them a Welcome Package

A few company-branded items like a sweatshirt, coffee mug, or desk accessories can help your new hire feel like they’re part of the team. Of course, any chance to put your logo out there is good for brand awareness, too. Even more meaningful is a thoughtful, personalized note from the business owner. This message can also serve as a deep dive into the company’s history, mission, values, and goals.

Step 5. Review Policies and Procedures

Furnish your new employee with all the essential documents, like company policies, a staff directory, login credentials, and safety protocols. Provide a neatly organized folder – or, better yet, access to a secure online portal. Either way, ensure your materials meet ADA requirements, language standards, and other applicable accessibility guidelines. This is also the time to walk your new hire through your company’s benefits package and payroll procedures.

Step 6. Meet With Management

Arrange for your new hire to get to know senior leadership early on so they can gain a complete understanding of your organizational structure. Employees need to understand that the bosses are approachable. It’s also vital for managers to know everyone’s names and faces from day one.

Step 7. Assign Them a Mentor

If possible, designate a work buddy who is outside your new employee’s direct chain of command but can provide support and perspective. Rookies must have someone they can go to with “stupid” questions. Plus, it can give nonsupervisory workers some valuable leadership experience.

Step 8. Take Them to Lunch

This is an opportunity for you and your team to get to know your new hire on a more personal level and foster a collegial workplace culture. If they’re new to the area, this is also a chance to introduce them to local hotspots. It’s considerate to provide options or ask about dietary preferences beforehand. If they’re remote, consider ordering delivery.

Step 9. Start Them on Some Real Tasks

Your new worker is probably eager to get started on some actual work, so hands-on experience should be part of the onboarding process. Keep the workload light so they can absorb new knowledge and finish any remaining HR tasks. Give them some unsupervised time to get a feel for things, but be available for guidance. Give them a trial run with any performance metrics or project management tools.

Step 10. Check In and Follow Up

Starting a new job can be overwhelming for even the most seasoned professionals, so it’s essential to solicit feedback at multiple points. Chat at the end of the first day and set a cadence for ongoing dialogue. For example, you might schedule one-on-ones weekly for a month and then monthly. If there will be a structured training phase, lay out a timeline and clear expectations for ramping up to full speed.

Start Off on the Right Foot

For customized advice on optimizing your workplace practices, consult your financial institution.

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