Best Onboarding Practices for New Hires

Crafting Onboarding Experience for a Smoother Path to New Hire Success

The first impression is always important. Especially when it is about the workplace. The onboarding process plays an important role regarding new hires. The onboarding process ensures their success and accomplishment in the company.

The purpose of the onboarding program is not only to help new employees become familiar with their work but also help them to feel valued and engaged from day one.

So what steps should be taken to have the best onboarding experience for the new hires?


Start Early

The onboarding process should begin on the first day of new hire orientation. The company should send them an email or a welcome package with all the important information about the company, such as its mission, vision, and values.

This information helps them to understand the culture of the organization and what is expected from them.


Make them feel welcomed

Make sure your new hires feel welcomed and included on the first day. Assign them mentors who can help them answer questions they may have and understand their roles and responsibilities in the organization.

Introduce them to their team and the other members of the organization, which will help them build a connection and feel like they are part of the community.

Prepare your new Hires

Providing thorough training and resources is another important aspect of the onboarding process. This may include both job-specific training as well as general company orientation.

Regular check-ins with the new hire’s manager can also help make sure that they are progressing well and have everything they need to excel in their roles.


Integrate new Hires

An important but often overlooked aspect of the onboarding process is the blending of new hires into the company culture. This can be done through various means, such as team-building activities or social events.

Incorporating new employees into existing company traditions or rituals can help them feel like they are part of something bigger.


Continuous Process

Lastly, a successful onboarding program should not end after the first week or month. It should continue throughout the new hire’s first year, with regular check-ins and performance evaluations.

Additionally, celebrating key milestones or achievements during the onboarding process can further reinforce the new hire’s transition into the company and their accomplishments thus far.

Masterclass on employee onboarding part-2

What is a 30-60-90 Day plan?

A 30-60-90 day plan helps you to accomplish, what your new employees’ first week to the end of the third month should look like. This plan is the outline of the first 90 days of the new hires on the team.

30-60-90 day plan is mostly about the events that occur for each month of the onboarding process

  • 1-30 Days: In the primary month, there is a complete training duration for the recently onboarded employee’s fresh roles. In the first month of joining new employees, learn about the policies of the company, the organization’s offering, and their job duties.
  • 31-60 Days: In the second month of employment, the freshly joined employees get the opportunity to apply the knowledge they have acquired. This period is essential for learning, so it’s absolutely fine if there are mistakes as they are still learning how things are done.
  • 61-90 Days: In the third month of employment, new hires begin to excel in the skills required for their roles. This signifies that your employees are now able to meet job requirements and start achieving long-term performance goals.

Benefits of 30-60-90 days plan

Developing a 30-60-90-day plan strengthens your onboarding procedure and places new hires in the line of success. Onboarding helps in enhancing or breaking someone’s knowledge in a new organization.

The 30-60-90 day plan helps you in:

  • Setting goals and having clear expectations for an employee’s first three months on the job.
  • Making sure that new hires have the knowledge, resources, and required skills they need to achieve in their new roles.
  • Take time to communicate the company’s values to the new hires.
  • Develop trust between the new hires and the existing employees throughout the onboarding process.

Encourage your employees to successfully complete coursesĀ 

How to make a 30-60-90 day plan?

A 30-60-90 day plan is not required to be complicated. It provides you with the main objectives of the new employees and also gives them some guidance on how to accomplish them.

Here is how to create a 30-60-90 day plan-

  1. Create Company Mission: The very first thing to do while creating a 30-60-90-day plan is to define the company mission. It is important to make sure that the plan is aligned with the mission of the company. By including the company’s mission in the plan, you make it easier for employees to understand the role more simply.
  2. Create the first 30-day plan: Outline the objectives for the initial 30 days. Maintain the clarity of the goals by limiting them to three to five. For each goal, specify some indicators that will be used to measure whether the goals are being achieved or not.
  3. Create the next 60 and 90-day plan: As done for the first 30 days, write down the goals for the first 60 days and the next 90 days as well. Make sure that the goals are always in limited numbers, not exceeding three to five for clarity.
  4. Provide Resources to the Employees: As the plan created is just a guide, you should include any important resources that will help the employees achieve their objectives. Give the employee the necessary resources and tools for success, reducing the need for constant supervision.
  5. Evaluate Progress: For the 30-60-90 day plan to work effectively, it’s important to give it time. One of the aspects of the plan is to give time for and follow up with the assessment. Did the employee manage to utilize the provided resources to achieve their objectives?

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