Onboarding Checklist for New Employees

Onboarding is a critical process that goes beyond just welcoming new employees to the team. A structured and effective onboarding program sets the tone for new hires, helping them integrate into the company culture, understand their roles, and contribute to business goals more quickly. When done right, onboarding can significantly improve employee retention and satisfaction.

This article outlines a step-by-step onboarding process, followed by a comprehensive checklist. We’ll also explore real-world examples where creative onboarding processes have resulted in better retention and job satisfaction.

Step-by-Step Onboarding Process

1. Pre-Arrival Preparation

Before the new employee’s first day, ensure everything is ready to help them feel welcome and set up for success. This step involves gathering essential resources, communicating key details, and making sure their workspace or digital setup is functional.

• Paperwork: Send out necessary paperwork (contracts, tax forms, NDAs) for them to review and sign.
• Welcome Email: Provide a personalized welcome email with details on their start date, schedule, parking, or remote working setup.
• Workspace Setup: Ensure that their workspace is ready (laptop, software access, business cards, etc.). For remote employees, ensure that they receive all necessary equipment on time.

Zappos is known for its innovative onboarding process. Before a new hire even begins, Zappos prepares a fully equipped workspace and an invitation to meet the team. After the onboarding period, they offer new hires a unique proposition: take a $2,000 check and leave if they don’t feel aligned with the culture. Surprisingly, this offer boosts retention, as employees who stay are deeply committed to the company values.

2. First-Day Orientation

The first day is all about making the new employee feel welcome and introducing them to the company’s culture and values.

• Introduction to Company Culture: Conduct an orientation that includes the company’s mission, values, and overall structure.
• Meet the Team: Schedule time for the new hire to meet their immediate team members, key stakeholders, and a peer mentor who can assist in their transition.
• Office Tour (or Virtual Walkthrough): Show the new employee around the office or introduce them to digital tools and virtual collaboration platforms.

At Google, new hires (known as “Nooglers”) go through a comprehensive orientation where they learn about the company’s unique culture. They meet senior leaders and Google veterans, participate in team-building exercises, and receive company swag. This personalized, energetic onboarding experience fosters immediate engagement and helps new employees feel like part of the Google family from day one.

3. Week 1: Role-Specific Training and Social Integration

In the first week, the focus should shift toward role-specific training and helping the new employee build social connections within the organization.

• Role-Specific Training: Provide training that focuses on the employee’s specific role, processes, and tools they’ll be using. Ensure they understand their key responsibilities and performance expectations.
• Assign a Mentor or Buddy: Pair the new hire with a more experienced colleague who can offer informal support and help with social integration.
• First Check-In: Schedule a meeting with their manager to review any immediate questions, concerns, or feedback after the first few days.

Twitter’s onboarding program, known as “Yes to Desk,” is designed to ensure that new hires feel productive from day one. Before they even arrive, all equipment, logins, and onboarding materials are set up and waiting for them at their desks. New hires are also assigned a “Tweep Buddy” (an experienced employee) who helps guide them through their first weeks.

4. First Month: Continued Learning and Performance Check-ins

As the employee moves through their first month, continuous learning and regular check-ins are vital to ensure they are adapting well.

• Ongoing Training: Offer continuous role-specific and company-wide training opportunities, including professional development and skill-building courses.
• Regular Feedback Sessions: Schedule weekly or bi-weekly feedback meetings with their direct manager to assess their progress, address challenges, and set short-term goals.
• Networking Opportunities: Encourage the employee to attend internal events, team lunches, or company town halls to broaden their understanding of the business and culture.

HubSpot takes onboarding seriously, offering a 30-day structured onboarding program for all new hires. This includes not just job training but also classes on company values, leadership principles, and culture. By integrating learning with performance check-ins and networking opportunities, HubSpot ensures employees feel fully supported, contributing to their impressive retention rates.

5. First 90 Days: Growth, Feedback, and Cultural Immersion

The first three months are crucial for solidifying the new employee’s engagement with their role and the company. This is the time to ensure they have the resources and support needed for long-term success.

• Performance Reviews: Conduct a formal 90-day review to discuss the employee’s performance, strengths, areas of improvement, and their overall onboarding experience.
• Career Pathing: Begin discussing long-term goals, career development plans, and potential learning opportunities within the organization.
• Cultural Integration: Encourage deeper involvement in company activities, including cross-functional projects, volunteer initiatives, or social groups to help them feel part of the larger organization.

Netflix’s onboarding philosophy revolves around giving employees substantial autonomy from the start. New hires are entrusted with significant responsibilities early on and are expected to drive their own projects. This trust and freedom foster a sense of ownership, making employees more likely to stay engaged and perform at a high level.

A well-thought-out onboarding process is essential for ensuring new employees feel supported, integrated, and prepared for success. Successful enterprises have demonstrated how creative and structured onboarding programs can result in greater employee engagement, retention, and job satisfaction. This is particularly important with hybrid and work-from-home models where employee orientation and onboarding is important. By following a step-by-step approach and using the checklist below, companies can help new hires feel confident, valued, and excited to contribute to the organization’s success.

Onboarding Checklist for New Employees

Here’s a comprehensive checklist for onboarding a new employee, broken down by each stage:

Pre-Arrival:

Send offer letter and necessary documents (contracts, tax forms, NDAs).

Prepare a welcome email with first-day details.

Set up workspace (computer, software, email account, business cards).

Order necessary equipment for remote employees.

Assign a buddy or mentor.

Inform the team about the new hire’s start date.

First Day:

Conduct company orientation (mission, values, culture).

Provide employee handbook and essential policies.

Facilitate introductions to key team members and leadership.

Provide office tour (or virtual office walkthrough for remote employees).

Ensure access to communication tools and platforms (Slack, Teams, Zoom).

First Week:

Role-specific training and job shadowing.

Schedule 1:1 check-in with the manager.

Assign initial tasks or projects.

Introduce relevant software and internal systems.

Ensure social integration with team-building activities or lunches.

First Month:

Offer ongoing role-specific training and development.

Schedule regular feedback sessions.

Introduce new hire to cross-functional teams or key stakeholders.

Encourage participation in company events or networking opportunities.

Review performance and set short-term goals.

First 90 Days:

Conduct a formal 90-day performance review.

Set long-term development and career growth goals.

Encourage participation in cultural activities or employee resource groups.

Provide feedback on the onboarding process.

Discuss next steps and professional development opportunities.