Onboarding Checklist: The Onboarding Process
Having an onboarding process in place is probably common sense to most businesses. If you’re not sure what onboarding is, it’s essentially the time and steps it takes to bring a new employee into the company, to fill out and file all the correct paperwork, and to train that employee. A company usually establishes a routine for these onboarding process steps. Holistically, onboarding is similar in many companies, but each company is going to have cultural factors, processes, and procedures that are unique to each. By creating an onboarding process flowchart and checklist, managers won’t skip a beat when it comes to your company’s unique corporate onboarding experience.
The New Hire Onboarding Process Flow
There are four stages to the onboarding process: Forming, Storming, Norming, and Performing.
Forming – This stage typically includes orientation. It’s the first day, or sometimes the first month, of the onboarding process. This consists of very basic information: basic company knowledge, standard onboarding procedures, and light, job-specific training.
Storming – This is the part of the onboarding process in which your employees may experience a learning curve. This is mixed with learning and immersion. Your employee learns by doing and finds ways to provide value in the role.
Norming – The next step takes place anywhere between the second week and seventh month of employment. Your employee is grasping the ropes of the role and training information has been retained. Norming is pertinent to transitioning to the next phase.
Performing – Performing happens around the eighth month of employment. Your employee is fulfilling the standards of their role and is ready to progress further toward innovation and teaching other new hires.
Within each of these stages, training will occur. Onboarding programs that try to shove all learning information within two weeks are likely to yield disappointing performance down the road. This is to say that, no one learns something perfectly the first time. That’s why employee training takes months. Learning requires concise learning content, repetition, and different types of training methods to be retained by a learner.
Pick a few training methods to go with and fit those methods throughout the first few months of your training. Then, mix onboarding best practices with introduction activities and team-building exercises. This helps if you have a job onboarding checklist to ensure you’re not missing any steps throughout the onboarding process for new hires.
Onboarding Checklist for Employees
Having an employee onboarding checklist lets you and your employees keep on the same page and at the same pace. More importantly, for the long-lasting benefits of your company, an onboarding checklist will make a routine out of onboarding. You have something to hold you accountable for each task in the process, from employee onboarding documents to the 90-day review.
When creating a checklist for new employee orientation and onboarding, you should brainstorm general topics to start from. For example, your topics could be training, company tour, onboarding documents, or job overview. Each of these topics will have other one-off tasks or topics to check off once completed. Once a learner takes a certain lesson, you can use Lessonly triggers to immediately queue up another.
Now, a company onboarding checklist can be a general tool to use, but some roles require more elaborate tasks. An onboarding checklist for hiring managers may focus on more time and tasks dedicated to getting to proper processes than, say, an office tour or the lives of team members.
If you don’t know where to start with a checklist or new hire onboarding process flow, we have a new hire onboarding checklist template you can use to get started. If you’re developing your onboarding process still, try our employee onboarding template to get a grasp on the process and fill in the flow of learning within your company.
Onboarding Checklist for Customers
Onboarding doesn’t just happen with employees. It occurs with customers, too. User onboarding is introducing a customer on how to use your product. Furthermore, providing them with customer onboarding best practices in which to relay the product to others.
Lessonly is an excellent example of this in two ways:
1. We have a customer experience team to guide new clients through our product with user onboarding best practices.
2. Our product is used to assign, assess, and track training material for large groups.
Lessonly is a learning platform companies can use to get their teams up-to-speed and keep them there. We provide administrators with the essential tools to create, deliver, and track learning materials. Lessonly is a great way to augment training methods to decrease onboarding and ongoing training time.
Employee Onboarding Examples With Lessonly
After you’ve perfected your new hire onboarding checklist, you can condense a lot of your actions into Lessonly lessons. For example, all of the basic learning an employee has to cover on the first day can be done by reading through a few lessons.
In a lesson, you can add a mix of media to keep learners engaged. With Lessonly, you can assess how your learners are retaining the information from your onboarding list. You do this by incorporating different types of questions in a lesson, like quiz, poll, or free-response questions.
A learner perk in Lessonly is taking the learning at your convenience. Instead of having to sit through four hours of grueling lecture, that learning matter can be put into a lesson and taken at the learner’s convenience before a due date. This enables learners to learn in their best environment. And, it gives onboarding staff more time to engage with each learner in-person.
When it comes to ongoing training, Lessonly is a great way to establish common ground between a manager and employee. Managers can create need-to-know lesson refreshers at a cadence and determine how well an employee is doing. From there, managers can focus more on the improvement of the employee in their role as opposed to being concerned about maintaining the productivity of that employee.