Onboarding a new hire while juggling your other responsibilities can be a challenge. Use this checklist to make sure you aren't forgetting anything important!
Updated
April 17, 2024

Use This Template 10-Step Checklist When You Onboard Your Next New Recruit

Onboarding a new hire while juggling your other responsibilities can be a challenge. Use this checklist to make sure you aren't forgetting anything important!

Cover all your bases when you hire your next new employee with this onboarding checklist.

πŸ‘‰ TL;DR

In this article:

We've all been there: it's Friday afternoon, you have a new hire starting first thing on Monday, and you haven't designed their onboarding plan yet. But don't worry, with this 10-step checklist you'll be on your way to a great new hire experience in no time!

10 steps to remember when you're onboarding a new employee

1. Welcome

Create a warm and welcoming environment for the new hire, starting with an introduction to the team and a tour of the workplace.

2. Team Culture

Introduce the team culture, values, and company mission to the new hire, and explain how their role fits into the larger picture. Consider a team personality test like TeamDynamics to help orient them to the team's ways of working and how they can best communicate and collaborate with their new team members.

3. Tools and Equipment

Ensure that the new hire has all the necessary tools and equipment to perform their job, such as computers, software, and access to systems.

{{inline-cta}}

4. Performance Expectations‍

Clearly define the performance expectations for the new hire, including goals, metrics, and timelines.

5. Training‍

Provide comprehensive training on the job responsibilities, processes, and tools that the new hire will need to succeed.

6. Benefits and Policies‍

Review the company benefits and policies with the new hire, including health insurance, paid time off, and company procedures.

7. Mentorship‍

Assign a mentor or buddy to the new hire, someone who can provide guidance and support as they acclimate to their new role and the company.

8. Feedback and Recognition‍

Set up a system for providing regular feedback and recognition to the new hire, to ensure that they feel supported and valued.

9. Socialization‍

Encourage the new hire to socialize with the team and participate in team-building activities, to build camaraderie and a sense of belonging.

10. Follow-up‍

Check in with the new hire regularly, especially during the first few weeks, to ensure that they are settling in and have everything they need to succeed.

‍

P.S. Are you looking for an example agenda for a new employee's first week? Get a template calendar of activities to include over a new hire's first 5 days on the job.

Enjoyed this read?

Get updates whenever we post more content like this. Unsubscribe anytime.

Oops! Something went wrong while submitting the form. Please try again.

If that still doesn't work, please Contact Us directly.
Want to know your team's unique personality? Get a FREE analysis in just 2 minutes!

When we have team meetings…

Question 1 of 12
Want to know your team's health? Get your FREE TeamVitals analysis!

Our team understands what it's being asked to do.

Question 1 of 20

How well do you know your team?

We've analyzed thousands of teams across industries, functions, and geographies. Here's a few things we've found.

Understanding how your team works is the key to getting work done (and having fun while doing it). You might be surprised what you learn.

Only 1/3 of managers know their teams.
Just 36% of managers correctly identify their team's type. If you don't know how your team works, how can you manage it?
9 in 10 people are out of alignment with their team.
91% of individuals are in tension with at least one of their team's core behaviors (two-thirds are in tension with 2 or more behaviors). Learn to thrive, even where you might naturally struggle!
3 out of 5 people want to work differently.
60% of individuals would prefer that their team execute towards its objectives differently. Maybe it's time to change how the team is working?
Read our 2024 State of the Team Report!
Learn how today's teams are communicating and collaborating to get work done in our inaugural report on the state of modern teamwork.

TeamDynamics is a tool for individuals and teams who believe that teamwork should be intentional and rewarding.

We spend just as much time today with our coworkers as we do with our loved ones. We have tools to manage our relationships with partners: love languages, compatibility tests, therapy, and more.

But when it comes to relationships with our professional teams, we're flying blind. It doesn't have to be that way.

TeamDynamics is a team building tool to help the modern team get more done and have more fun while doing it. Quantify your team's behaviors. Describe them with a shared language. Improve your team's performance with tailored recommendations.

Mike M.
Customer Success Manager

"TeamDynamics is a lifesaver. Support tickets used to sit and sit. Now we communicate, prioritize, and close them out. We can better meet our clients' needs since we started using it."

David S.
Software Engineer

"When I switched teams, I felt like I lost my instincts for working with my colleagues: things that were easy to coordinate before seemed to take forever, and I couldn't get my points across. TeamDynamics helped me get my groove back."

Jason A.
Director of Sales

"Before TeamDynamics, our sales team was disjointed and often working against each other. Now, we have a unified front that understands how to get along. Our numbers show the improvement."

Discover your team's unique personality.

Invite your team and finally uncover what makes your team tick.

More like this:

Get 10% off...Get 10% off...

Do you know your team's personality? πŸ€”

TeamDynamics describes how your team works together and how you fit in. We'll send you a sample so you can check it out for yourself!

Success! Check your email in a few minutes.
Oops! Something went wrong while submitting the form. Please try again.

If that still doesn't work, please Contact Us directly.
Learn More