In today's fast-paced business environment, it's crucial to ensure that your new hires not only integrate seamlessly into your organization but also thrive from day one. It's not unheard of to see one day or even one week onboarding plans being implemented in many organizations. However, allocating such a short amount of time to onboard new hires may not suffice for several reasons:
Limited time for comprehensive training: New employees typically need time to absorb a substantial amount of information about your company, its culture, policies, and their specific roles. In just one day or one week, there's a risk of overwhelming them with information, leading to retention and comprehension issues.
Skill development: Many roles require specific skills and knowledge. One-day or one-week onboarding may not allow new employees to receive adequate training or guidance to perform their tasks effectively, leading to lower productivity and potential errors.
Lack of feedback and support: In a brief onboarding, new hires may not have enough time to ask questions, seek clarification, or provide feedback. This lack of interaction can leave them feeling unsupported and less engaged.
Retention and engagement: Insufficient onboarding can lead to early turnover, as employees may feel unprepared and disconnected from the organization. A longer onboarding process can contribute to higher employee retention and engagement.
Cultural integration: Understanding and adapting to your company's culture is an important aspect of onboarding. A brief onboarding period may not provide new hires with sufficient exposure to your organization's values, norms, and work environment.
The days of throwing new hires into the deep end are over. It's more important than ever to treat your team with integrity and to show them how much they are appreciated. It starts with the job description, which is crucial for the recruitment and selection process, before continuing into the onboarding process.
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Your 30-60-90 day plan
Our Onboarding Plan Template allows you to customize and add in your own text, imagery, and branding to make it your own. You'll be surprised how much customizing you can do while adding in various interactive screens to keep your new team member engaged. Just a heads up: you can easily delete any of the screens in our ready-to-go Onboarding Template if you need to.
Take each step of our Onboarding Plan Template and divide them into three sections as follows:
Day 1-30: Learn
During this phase, new employees should focus on familiarizing themselves with the company's culture, values, policies, and procedures. They'll receive essential training on their roles and responsibilities, get to know their team members, and understand the organization's goals. The primary goal is to acquire the knowledge and skills required for their positions.
Referring to to our Onboarding Plan Template, the following steps would take place during this phase:
Define onboarding goals
Conduct welcomes and introductions
Provide job role overview
Day 31-60: Grow
In the second phase, employees should start taking on more responsibilities and deepening their understanding of their roles. This period often includes more in-depth training, skill development, and additional mentorship. New hires are encouraged to begin contributing to projects and adapting to the company's work style while refining their skills. Thus, the following steps would take place during this time:
Set up training and development
Outline company policies and procedures
Introduce workplace tools and technology
Day 61-90: Thrive
In the final phase, employees are expected to be fully integrated into the team and organization. They should be capable of working independently, demonstrating their value to the company, and making meaningful contributions to projects and initiatives. Continuous learning, feedback, and professional development are emphasized to ensure long-term success within the organization. The final steps are as follows:
Offer additional resources and support
Conduct final review
It's also important to conduct regular check-ins with your new employee. Let them know you'll be scheduling in weekly catch-ups during the 30-60-90 day plan so you can guide them in the right direction, answer any questions they might have and generally help them settle into the role as quickly as possible.
What happens after 90 days?
After the initial 90-day onboarding period, the focus shifts from the structured orientation and training phase to ongoing development and integration within the organization. Typical activities may include professional development discussions or formal performance reviews, where you assess the new employee’s progress while identifying strengths and address areas for improvement.
More onboarding templates to choose from
You might also like to check out our free library of training templates to help you train team members anywhere in the world with online training.
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