fter searching high and low for that ideal employee, you’ve finally found someone you can dump every single project, task, and long-abandoned to-do on ... or so you think.
Taking this thoughtless approach will leave your new hire drowning. And since you’ve invested extensive time and money to recruit this top talent, don’t you think you should be doing all you can to set them up for success?
Going beyond the one-week plan
- 76% of companies have extended their employee onboarding to beyond one month
- It takes an average of eight months for a new employee to become fully productive
Learning takes time. Unlike a one-week training program that immediately pushes big projects onto a new employee, a 30, 60, 90-day plan lays the fundamental groundwork for success. And using 30-day increments allows people to focus on learning certain skills at certain times rather than all skills all at once.
Plus, a step-by-step learning process helps people gain confidence and in-depth knowledge of their responsibilities. By day 90, your employee will be fully trained to tackle anything that comes along. It’s a lot better than having them learn and struggle as they go, right? That’s why one week just isn’t enough!
Why UsE aChECklisT?
This checklist outlines objectives for each 30-day increment—which will help you guide your new hire to accomplish specific goals.
- This is when your new employee learns the ropes. They’re still getting used to everything, so introduce them to tools and projects, and set small goals.
- This period involves more collaboration and bigger responsibilities. It’s a time to ease off on the training and focus more on the doing.
- Now is when you’ll start taking off the training wheels. Your new hire becomes accountable for their work and is able to accomplish projects with limited guidance from you.
Starting a new job is tough stuff. But having a clearly laid out 30, 60, 90-day plan lets your new hire understand what they’ll learn, when they’ll learn it, and how they’re going to accomplish each goal.
Inside, you’ll find a sample of the onboarding checklist, so you can get a better idea of how to use this template. And you’ll also find a blank checklist so you can create your own 30, 60, 90-day plan for your new employee. Just fill in the blanks with a specific objective, and check off the goals as you go along.
SAMPLE ONBOARDING CHECKLIST
To get you started, we’ve included a sample checklist for how to start structuring an employee’s first 90 days.
Here’s an example for a Junior Marketing role:
- Learn the tools: content management system
- Become comfortable with the company’s culture: weekly lunch with the team, attend company values and history training
- Learn the company’s product: attend 2 product demos
- Complete a small project: learn social media platforms & begin monitoring online conversations
- Achieve a small goal: learn & adopt company’s brand voice
- Complete a big project: finalize conference-planning activities
- Take on longer-term responsibilities: learn metrics tracking tools & begin weekly analytics measurements
- Work with other teams: collaborate with PR team to pitch conference speaking opportunities
- Get used to routine processes: weekly meetings, metrics, & daily tasks
- Complete a project independently: create a monthly webinar calendar & coordinate webinar development and execution plan
- Take on bigger responsibilities: take over case study development
- Be able to juggle all responsibilities: manage responsibilities via the marketing calendar
- Learn the tools:
- Become comfortable with the company’s culture:
- Learn the company’s product:
- Complete a small project:
- Achieve a small goal:
- Complete a big project:
- Take on longer-term responsibilities:
- Work with other teams:
- Get used to routine processes:
- Complete a project independently:
- Take on bigger responsibilities:
- Be able to juggle all responsibilities:
Companies make an effort to consistently track revenue, financial returns, and productivity. But they’re forgetting one of the most important aspects of their organization: their people. And that’s where TINYpulse comes in.
Founded in 2012, TINYpulse works hard to make employees happier around the world. Our goal is to give leaders a pulse on how happy, frustrated, or burnt out their employees are, helping managers build bridges by sparking dialogue that results in organizational change.
what we do
We believe that information empowers leaders to create an engaging work environment and culture where people can thrive. Here is how we do that:
- Pulsing survey: Our weekly pulse survey measures employee engagement using just one question. TINYpulse is a lightweight solution that captures anonymous feedback from your team to reveal insights, trends, and opportunities so you can improve retention, culture, and results.
- Peer-to-peer recognition: TINYpulse’s Cheers for Peers™ peer-to-peer recognition tool captures the appreciation, extra effort, and little things that are often overlooked by leaders. Peers can easily send a quick shout-out to their colleagues to brighten up their day—because a little recognition goes a long way.
- Virtual suggestions: Our virtual suggestion box lets employees have direct input on how to improve the workplace. The anonymous format makes employees feel comfortable being honest and offering actionable ideas to improve their workplace.
who uses us?
Every organization wants happy employees. Our customers range across all industries and all parts of the world, from start-ups to enterprises. Organizations such as GSK, Living Social, Airbnb, HubSpot, Brooks Shoes & Apparel, and many more are using TINYpulse to delight their employees and increase engagement.
start your free 2-week tinypulse trial today