Make the first 90 days successful for you and your new employee As soon as the offer is accepted.
Get the Offer Letter Signed and start any pre-employment tasks Get a Voided Check for Direct Deposit If in the US get the w4 and i9 paperwork out of the way Order a pre-employee drug and background test Order any needed hardware and licenses for the new employee Have your plan together for where and what hours they will work
In the days before the start date
Set the new Employee up on all your systems Assign a buddy to the new hire and have that buddy reach out with contact information as soon as possible Send out a "Welcome Aboard" email to the staff Arrange for a Friday Afternoon visit before the start date to meet the team Set up the outlook contact list with helpful aliases and phone numbers Add the new hire to any recurring huddles and meetings so that it is already on the calendar. Have any swag or uniforms ready Get any insurance or Company Vehicles lined up Schedule "onboarding" meetings with team members to spread the load and build relationships
The Perfect Service Ticket The PTO Process VoiceMail Setup and Phone Training Org Chart Review and insider information on the company
Print out helpful information for the new person
Phone Lists Company Holidays Employee Manual Helpful URL's Company Acronyms
Tips: Avoid "Radio Silence" - keep in communication with your new hire.
First Impressions Count - get new equipment if you can
Add them to the "staff" or all hands email alias so they have your announcement email in their inbox on day 1
Program the welcome message into your digital signage or welcome sign
Try to get them working on any online coursework BEFORE their start date
On the First Day
Make sure the workspace is ready to go and arrive early before the new hire. If possible by the team lunch and encourage a group lunch Put their name on the welcome board Walk them through the office and re-introduce them to everyone Have 80% of their day planned out and a goal for the 1st day or week Share Company Stories especially ones that highlight core values Have all passwords and accounts written down for them
Tips: Smile
Slow Down - everything you know about your company and service doesn't need to come out on day one.
Listen - let them talk and really listen
If possible bring them into the office even if they are going to be a remote employee
Have them work with your "A" players first - first impressions count
Share something personal (not too personal) with them to start building rapport
First 90 days
What they should be able to do
By 30 days
Learn the tools Become Familiar with the Culture Complete at least one small independent project or be working service tickets Achieve a small goal
By 60 Days
Complete a bigger Project or be able to support the customer base. Take on some longer term responsibilities - measure with your metrics Become fully engaged in the company rhythms - huddles, meetings and metrics
By 90 Days
Be able to fully handle the jobs responsibilities with minimal supervision
What you need to do
Don't forget to keep it fun - pay special attention to this if the employee is remote. Lay out goals for them daily, weekly and for the 1st 90 days - remember this is the "probation period" Check in daily and assess the goal progression Force them to use your systems - change is hard but habits can be changed in about three weeks. Take note of their promptness or tardiness. Use this for discussion during their 90 day review. Start the Baptisim by Fire and see if they sink or swim Have a review meeting around the 90 day mark.
Tips: If you spot a problem deal with it right away
Don't be afraid to fail fast - if you made a hiri...