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The First 30 Days: Onboarding New Employees

The First 30 Days: Onboarding New Employees



Congratulations, your team is growing and you’ve hired a new employee! Chances are you have about two weeks before they begin their new role, so you have time to create a 30-60-90 day training program. Today, we’re laying out the most important elements to include in the first 30 days of your plan to ensure your new employee is acclimated to the new environment without being overwhelmed or left alone to dawdle.

  • Create a go-to resource document. Include things like what kinds of forms or templates they will need in their everyday role, details about the email or communication process, and a list of regular contacts. It’s helpful to create a document that includes all the relevant information at a glance: department lingo, file naming conventions, or department goals. At first glance for a new employee, a document like this may look overwhelming, but the goal at the end of the first 30 days is for the new employee to have a general understanding of everything on the document.
  • Create the entire 30-60-90 day plan from start to finish and allow your new employee to see it from their first day. This gives them a better idea of expectations at every step, and will help prepare them for the training that’s ahead. It will also provide an idea of what the overall expectations and responsibilities are for their specific position.
  • Schedule time for your new employee. Supervisors should have regular one-on-one training sessions throughout the first 30 days to ensure the right information is being presented at right time. If your new employee will have direct reports, schedule time for them to meet one-on-one to present projects and goals to their new supervisor.
  • Be prepared for the learning curve. While you may have hired the best person for the job, understand that they may be used to different methods and it will take time for familiarization to set in. Providing training tools and resources along with scheduled training time will allow them to learn how to maneuver the new environment on their own.
  • Set up getting-to-know meetings. Provide a specific question your new employee should ask each of the key players they will work with most often and have them schedule a meeting with those people. Providing the question narrows the conversation and makes the meeting more productive overall. Having them set up the meeting is an opportunity to introduce themselves throughout the company and will better familiarize them with the tools and software most commonly used in the office.

The first 30 days should be about familiarization and offering a welcoming environment where questions are expected and encouraged. Following these tips will set your new employee up so the next 30 days can be about building skills and taking on additional responsibilities.