Comprehensive New Employee Onboarding Checklist

Creating an employee onboarding program is no small task. Finding the right employee, to begin with, is only half the battle. Once a new hire joins the team, it’s all hands on deck. Onboarding sets the tone for new employees as they start their new careers at your company. To properly equip employees for various job functions, a comprehensive onboarding process needs to be in place prior to the hire.

The Onboarding Process

Effective onboarding is the key to long term employee retention. Those first few days and months on the job determine how engaged, educated, and confident new employees are in their new positions. Studies have shown that up to 20% of new employees quit within their first 45 days on the job. The real cost of employee turnover can be up to 150% of an annual salary, so investing in a comprehensive onboarding program is worth its weight in gold.

The onboarding process is more than administrative paperwork; it’s a personal handshake from the organization to a new hire. Onboarding is a useful tool to assimilate new employees into the organization by providing a big-picture overview, down to the small details of day-to-day expectations.

New employees need an introduction to the company culture, history, mission, values, strategic goals, while also getting role-specific training. All things considered, when new employee onboarding does its job, the result benefits both the employee experience and the organization overall.

Employee Onboarding Software

As noted in the ADP 2016 Employee Engagement Study, only 12% of employees strongly agree their organization does a great job of onboarding new employees. Streamline the onboarding process to ensure your employees are well-equipped for the work ahead with a robust, employee onboarding software.

At Unboxed Training & Technology, we customize onboarding programs to mirror your company culture and increase retention by using real-life scenarios for practical application. Effective onboarding uses the right blend of eLearning, interactive workbooks, classroom training, and reinforcement to turn new hires into high performers, no matter their learning style.

Employee onboarding programs directly affect employee experience being an initial touchpoint for new hires of the organization. Is your employee onboarding software getting the job done? A word to the wise: Health check your onboarding before a new hire tries to learn their job on a subpar program…

New Employee Onboarding Checklist

Does your onboarding start with the basics and keep building? Evaluate your current employee onboarding to see how it measures up. The Essential Employee Onboarding Checklist provides a comprehensive overview of 40+ topics to make sure your new employees are set up for success. We’ve listed five of the main sections below to give you a sneak peek of the content:

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Organizational Basics

Being basic isn’t always bad. Some information will be standard across the board for all employees to learn; we call this the “Organizational Basics.” New employees usually have little to no context on the company history and need to be informed on the foundational pieces of the business (i.e., mission, vision, company structure, unique value proposition, etc.).

Are you laying a solid foundation for employees at the beginning of the onboarding process before they jump into the more technical aspects of their job?

Human Resources

Time for the company policies. Human resources (HR) help employees grow with the organization by managing expectations, offering career development opportunities, and relaying the company culture in an engaging, inclusive way. Set goals at the beginning with HR to track progress, overall performance, and future promotions.

Is your onboarding program set up to help your employees thrive within the organization?

Meet the Team

Your onboarding program should be personal and involve humans. Onboarding should encourage each employee as a vital, valued player on the company team. As a new player on the team, new hires need to know what position they are playing, what responsibilities they have, and how their role supports organizational goals.

Have you built in face-to-face time in your onboarding process for new hires to socialize cross-functionality?

Role Specific Training

You don’t know what you don’t know. Give new employees the tools and training they need to perform their jobs with excellence. Role-specific training is a mixture of on-the-job learning experience and company provided knowledge bases. Personalize onboarding training to prepare new employees for their specific position in an efficient manner to make them valuable contributors.

Are you providing new employees with everything they need to succeed in their new role?

Measure the Effectiveness of Onboarding

If you don’t measure your onboarding, how do you know it’s working? According to the SHRM 2017 Human Capital Benchmarking Report, the average employee turnover rate was 18% in 2016. When an employee’s job description and on-the-job duties are significantly different, a 2-week notice is likely ready to send in their drafts folder.

Assess employees’ experience with your onboarding process at regular intervals in the same way you would schedule an employee performance review (30, 60, 90 days, etc.). Stay proactive and continually refine your onboarding process with the insight you gain from employee feedback.

How effective is your new employee onboarding program?

Create The Best Employee Onboarding Experiences

Onboarding doesn’t stop once the employee sits at their desk and watches a few videos. New hires will only be “new” for a short period, but onboarding is an ongoing process. Some onboarding programs can take up to two years, depending on the position. The best employee onboarding keeps investing time and resources into new employees until they are productive, valuable assets to the organization.

Are you ready to health check your employee onboarding program? For each checklist item, ask yourself, “How does my current onboarding training stack up?” Then, let us know how you scored so we can help your employees reach their A-game faster!

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Leadership Training Topics: The Essential Checklist

Whether we’ve been one of the parties in an awkward supervisor/supervisee relationship, or we’ve watched poor leadership practices impact our organization, we all know managing people requires a specific skill set. Just because we give an individual contributor a new title doesn’t mean they have the skills they need to lead teams effectively—much less enjoy it.

A CareerBuilder survey reports more than 26% of managers said they weren’t ready to become a leader when they started managing others, and 58% said they didn’t receive any management training at all. According to the ATD whitepaper Experiential Learning for Leaders, only 28% of business executives say they’re effective at developing leaders.

Wow.

Leadership training is critically important. In this post, we hope to help you get started on the program your managers need. We’ll make it easy to identify the leadership training topics you need to consider, and we’ll explore different ways you can implement your program.

 

Leadership Training Topics

Even though the manager onboarding statistics are concerning, the good news is this—leadership training is a wonderful place to build a strong, sustainable culture of learning.

We’ve compiled a checklist of leadership training topics to help you answer this question: Where do my managers need to build their skills?

Leadership Learning Experiences

Okay, keep that strategy hat on and answer this next question: What type of training experience would be ideal for your managers?

Ultimately, you want to identify the must-haves that will unleash the most benefits for your company and culture. Here are some considerations to help you brainstorm. In order to meet business, manager, and team needs, many programs choose to blend two or three of these approaches.

 

IN-PERSON FACILITATED
PROS
CONS
More opportunities to bond, build a support network, and share best practices If facilitated as a full-day or multi-day event, follow-up activities should be developed and implemented to encourage application and defeat the “forgetting curve”
High learner accountability If facilitated as a full-day or multi-day event, may involve extra costs such as hotel, travel, and food
Limited distractions Managers are not as accessible to their team members
Can be developed in bite-sized formats and facilitated in-house to provide continuous learning

 

 VIRTUAL INSTRUCTOR-LED
 PROS
CONS
No travel required Fewer opportunities to bond, build a support network, and share best practices
Can be developed in bite-sized formats and facilitated in-house to provide continuous learning Difficult to measure engagement beyond course participation

Managers are susceptible to more distractions during the training

Technology challenges with video, Internet connectivity, and sound can negatively impact the learning experience

 

SELF-PACED ON DEMAND/JUST-IN-TIME
PROS
CONS
No travel required Fewer opportunities to bond, build a support network, and share best practices
Simple course completion tracking Difficult to measure engagement beyond course completion
Typically organized in bite-sized courses, so managers can balance training with supporting their teams Managers are susceptible to more distractions during the training
Consistent information and experience
Easy to administer

 

Leadership Training Timing

Based on our experience, the best time to enroll managers in training is right when they’ve been promoted, or “just in time.” Relevant leadership training is the antidote to sink-or-swim, a practice that hurts confidence, morale, and your company’s net promoter score.

Waiting for managers to ask for help is risky. You’ll lose productivity, and some of your managers with the potential to be great leaders might realize another company offers more support and professional development.

When it comes to leadership training, strike while the iron is hot, when managers are eager to learn. Proactively equip them with the skills they need to confidently excel in their new role.

 

Next Steps

Hopefully, you’re starting to get a vision for the type of leadership training topics your managers need, and the type of learning experiences that will support your goals. Keep in mind learning experiences can be combined in order to create a blended approach, and you can always hire a partner to help you develop your strategy.

Managers want to feel equipped for their roles so they can make a positive impact on your company and the lives of their direct reports. When you build their skills and confidence, you create a more sustainable organization and a better place to work.

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Training New Employees – 3 Essential Elements for Every Onboarding Program

So you’ve scoured the applicant pool and found the perfect person for the job, the hard part is done, right? Really, you’re only about half-way up the hill. The training the new employee receives is just as important as who you’ve hired.

Don’t believe us? ADP says that 91% of managers, 81% of HR administrators, and 75% of employees say onboarding is not done right. It’s also been reported that it costs an organization 1.5x the employee’s salary to replace and get a new employee up to speed. It’s safe to say, getting onboarding right is crucial.

Here are the three essentials to keep in mind so your training will hit the mark.

 

1. The Warm Welcome: Ease Their First Day Nerves

New employees have a lot to get the jitters about—a new job, an unfamiliar commute, a new office space, possibly a new city, and all new co-workers (not to mention new responsibilities). It’s important to start to build trust and confidence the moment they walk in the door. Let’s face it, first impressions are important, and a team member’s first day is also their first peek behind the curtain.

On day 1 new team members will start to make judgments on what makes you tick as a company, how the organization is run, and your culture. Are managers hiding behind locked doors? Are their new co-workers friendly? Do the leaders really care?

You only get one chance to set the tone for their first experience. Alleviate their fears and establish a culture of caring by showing them that they’re more than just a number.

If you’re a small company, have each new employee sit down with someone from the C-Suite to get the story of the company. It helps them feel like they’re more than just a number—the leaders care about them and take the time to get to know them.

For larger organizations, a good option is an Introductory Video – a short and sweet message from leadership that all new hires can watch. It tells them a bit about the company, the role employees play in their continued success, and how excited leadership is that they’re joining the team.

Why does this make such a difference? The Gallup organization reports that 71% of employees today are either not engaged or are actively disengaged at work. Establishing a culture where every person matters and is valued is a great way to help build a new employee’s trust that they joined the right organization—and that buy-in is an important factor in keeping employees engaged.

 

2. The Coaching Mindset: Establish Check Points and Expectations

87% of Millennials recently surveyed stated that professional development and career growth are very important to them. Your employees are hungry, and they want success – they just don’t always know how to get there. That’s where you come in.

Outline clear expectations and milestones using a BARS (Behavior Anchored Rating Scale) Chart. The BARS Chart serves as the foundation for the new employee. It outlines what not acceptable, good, and GREAT looks like in their role.

Peer mentor check-ins are a great way to reinforce these GREAT behaviors in a less intimidating setting. New employees can watch a tenured employee perform the GREAT behaviors, talk through their best practices, and openly discuss challenges with someone in their same role.

Then use a 30/60/90-day Plan to build off that framework. These plans allow managers to work with an employee to gauge where they fall at each milestone (according to the BARS Chart) and plan for next steps.

At each of these milestones, the manager should meet with the new hire to discuss their progress and goals for the coming days using the 30/60/90-day Plan as a framework. 

 

3. The Wow Factor: Cater to the Modern Learner

We all know that there are certain things that simply have to be covered when it comes to training new hires: your company’s mission, vision, values, the tools/software they’ll use, and the knowledge, skills, and behaviors they need to do their job well. Check out this Onboarding Checklist to see if your program covers the basics.

But it’s not enough to just check all the boxes, you have to make it memorable. The average employee checks his or her phone more than 150 times per day, so it’s not surprising that the modern learner has a shorter attention span and will tire of the “required” content quickly if you don’t make it exciting.

Reading a manual, sitting through a presentation, or taking a compliance course isn’t going to cut it for the modern learner. Instead, weave in as much interactivity as possible.

You can do things like a VR scavenger hunt for office essentials, add mobile-friendly self-paced foundational courses, or include Simulated or Animated Videos in to your onboarding program. We promise your learners will notice the difference and their knowledge and retention will improve.

Remember, finding and hiring the right people is only part of the battle—how you train them, starting at day 1, is a big factor. For more info on onboarding, check out our article on Onboarding Best Practices. And if you’re interested in learning about Introductory Videos, BARS Charts, 30/60/90-day Plans, Animated or Simulated Videos, incorporating Virtual Reality and more, let us know. We’d love to talk to you and help assess which onboarding training elements are right for your company! 

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Creating Your LMS Requirements Checklist: A Step-by-Step Guide

There’s no way around it: choosing a learning management system, whether it’s your first LMS or you’re making the switch, is tricky. And let’s be honest, there’s a lot of unhelpful information out there claiming to be your complete guide to selecting an LMS. Here’s the truth: a one-size-fits-all LMS requirements checklist doesn’t exist, because no one knows the unique needs of your business except for you.

With that in mind, the Unboxed team sat down and thought: why not empower training leaders to explore their training needs and create an LMS requirements checklist that meets those needs?

 

Creating Your LMS Requirements Checklist: A Step-by-Step Guide

 

So, instead of producing another half-baked LMS checklist, we decided to create a powerful tool you can actually use:

A step-by-step LMS buyers guide that teaches you how to identify your unique LMS requirements and establish a simple process for choosing your first LMS or switching your current LMS.

If you’re looking for a proven method to determine your company’s training needs—and a step-by-step guide to get you through LMS implementation—then download Creating Your LMS Requirements Checklist: A Step-by-Step Guide.

 

Want to know more about what’s included in the guide? We’ve got you covered. Keep reading for an in-depth preview of what’s inside.

 

THE BUSINESS CASE FOR A GREAT LMS & GREAT TRAINING

A learning management system is simply software that delivers training content, hosts resources (like PDFs, digital learning guides, and links to online content), and tracks each user’s progress over time.

It’s worth noting that while most companies use their LMS to deliver onboarding, sales and compliance training, recent data on talent acquisition and development has prompted a deeper desire to think more about the effectiveness of that training content, and how and when it is delivered.

What you’ll find inside the guide:

  • The 5 classifications of LMSs everyone should know
  • What Millennials are really looking for in the workplace
  • Recent data on how to retain and nurture high performing employees
  • How to boost your company’s revenue with a great LMS and custom training

HOW TO CHOOSE YOUR NEW LMS THE RIGHT WAY

RULE #1: DON’T START WITH FEATURES

Crawling and walking, horses and carts. It’s always the same mistake: we want to skip to the end instead of beginning at the, well, beginning. Before you can start creating a list of LMS requirements, you have to understand your users, the content they want to engage with, and how, when, and why they want to engage with it.

Jumping right to the end and picking LMS features isn’t like spoiling the ending of your favorite novel. It’s more like wasting your department’s budget by implementing a training system that your colleagues will never use. It’s a sure-fire way to instantly kill any organic desire for a culture of learning at your company.

What you’ll find inside the guide:

  • How to assemble a diverse stakeholder team
  • How to identify user roles to understand your company’s diverse needs
  • How to write user stories that map out your company’s training goals
  • How to separate LMS must-haves from nice-to-haves

CHOOSING A NEW LMS OR MAKING THE SWITCH

If you’re new to learning management systems, there is one thing you must focus on before anything else: quality training content. Even the best LMS isn’t worth a penny without great content, so work at adopting a smart, company-wide training content strategy first, and don’t get bogged down by starting with LMS features.

If you’re switching to a new LMS, you most likely have a training content strategy already in place. But, you still need to build a list of clearly-articulated pain points about what’s missing in your current LMS and what you need in your new one. Then, you need to work with your LMS provider to build an implementation plan that address your specific data migration needs.

What you’ll find inside the guide:

  • Some notes on the importance of great training content and a training strategy
  • A few quick insights on data migration and your pain points

VETTING YOUR LMS PARTNER: WHAT YOU SHOULD BE ASKING

It should be simple, so what makes choosing the right LMS so complicated?

Not only do you have to show your stakeholder team the business case for LMS adoption, you also have to marry great training content with the right list of LMS features that are best for your company.

And on top of that, if you’re not asking your future LMS provider the right questions up front, it’s hard to know whether you’re simply getting a vendor (who just wants to land your account) or a true business partner (who is deeply invested in your success).

What you’ll find inside the guide:

  • 5 questions to ask every LMS provider

THE LMS Requirements CHECKLIST

Throughout the process of choosing a new LMS, we know you’ll want to stay organized. So, we’ve also included a simple checklist that keeps everything in one place and helps you track your progress.

It’s basically your cheat-sheet. And, we’re here to help in any way we can.

What you’ll find inside the guide:

  • A two-page checklist you can use throughout your LMS implementation process, from building your stakeholder team to hyping your launch

SPOKE® AND UNBOXED TRAINING: YOUR PERFECT PAIR

C’mon; we wouldn’t be doing our job if we didn’t at least take one opportunity to tell you about our world-class LMS, Spoke®, and Unboxed Training, our custom training design team.

After you’ve downloaded the LMS requirements checklist, make sure to visit our Spoke page to check it out for yourself. While you’re there, you can also sign up for a personalized demo.

The Essential Employee Onboarding Checklist

There’s a big difference between onboarding and orientation. Yes, they both start with an “O” and are crucial to new hires, but they’re different.

Orientation is a company-centric checklist completed in your new hire’s first week. Onboarding is a job-specific process that creates a confident, engaged and valuable contributor over many months.

So, the question is, does your current onboarding program go beyond the basics of orientation and cover everything your new hires need to get up to speed and productive quickly? To find out, download the Essential Employee Onboarding Checklist. For each checklist item ask yourself, “Is my current onboarding training great, does it need work, or is it non-existent?”

Employee Onboarding Checklist: The Essential Topics for new hire and onboarding training

Topics Included

In the Essential Employee Onboarding Checklist, we cover everything from organizational basics (i.e. company history, vision, and goals) and meeting your new team (because face-to-face time is so critical) to one-to-one checkpoints (yes, that includes mentors and managers) and measuring the effectiveness of your onboarding program.

With 40+ topics, this checklist will inspire you to look at onboarding in a whole new light. Gone are the days of sink or swim for your new hires. Hello, awesome onboarding.

So, What’s Next

After reviewing the Essential Employee Onboarding Checklist and understanding how your current program measures up, you have a few options:

  1. Check out our list of onboarding best practices to help you create or improve your new-hire training on your own,
  2. Learn how we can help your employees reach their A-game faster with a custom onboarding program built just for you, or
  3. Do nothing (warning: not recommended unless your existing onboarding training is already awesome).

Download the Checklist

Remember, orientation isn’t onboarding. Download the Essential Employee Onboarding Checklist to learn what goes into a great onboarding program. Then reach out and let us know how we can help.