In part one of this blog series on onboarding we looked at some statistics related to turnover and onboarding. Today we’re going to pose a series of questions about your own organization’s onboarding plan to determine how healthy (or not) your plan is and where you may have some holes. In no particular order, here are some questions to ask:
- Is your onboarding process documented or written down somewhere?
- Does it use “insider” jargon or terms? Does everyone involved understand it?
- Is it clear who owns which tasks?
- Is it chronological? Can you put tasks with timeframes?
- If someone departs your company, is it clear what tasks their replacement will take over?
- How does your plan address cultural onboarding as well as technical onboarding?
- Do you have a buddy or mentor role built into your plan?
- Are IT tasks addressed in this plan? Does your IT department know about it?
- Have you run the plan by existing employees for feedback?
- Do you have checkpoints and feedback opportunities built into your plan?
- Does your plan address an employee’s first day from start to finish?
- Does your plan cover the time period after an employee accepts but before they start?
- Is it simple?
So how did you do? We’ll come back to some of these points in the coming weeks and months but for now, take a close look at your onboarding process and determine the areas where there’s room for improvement.
Need some help? Smart HR helps companies get onboarding right, from start to finish.