Updated: Feb 10
As you already know, nearly half of all new hires don’t last more than 18 months.
But that’s not entirely their fault.
Within their first year of employment, new employees are more likely to leave due to previously unknown job duties, a disappointing work-life balance, unsatisfactory work environment, and poor managerial behavior.
However, this doesn’t always have to be the case.
Let’s take a look at a new hire checklist for managers that can improve retention, reduce turnover, and increase employee satisfaction.
Send the New Hire an Informative Welcome Email
Any new hire checklist for managers should begin with an email that welcomes your new hire to the company.
The purpose is to alleviate unknowns that are normally associated with a new hire’s first day. This should include information such as parking instructions, dress code, lunch activities, and more.
Pro Tip: Make sure they know exactly where to go on the first day and who will be responsible for getting them settled in.
Fully Prepare the New Hire’s Workspace
A new hire checklist should also include fully setting up a new hire’s workspace. This should involve all devices, passwords, and credentials they would need to do their job.
Not only will this make them feel like a valuable part of the team, but it can also help them feel less awkward and more comfortable on the first day.
Pro Tip: Give them a few simple tasks that they can get started with immediately. This may include signing paperwork, watching company videos, or reviewing the company website.
Gift the New Hire Some Company Swag
If you have it, consider working company swag into your new hire checklist. You might be surprised how far this simple act can go.
A mug, hat, or shirt are perfect items that can make a new hire feel like part of the tribe. Have it waiting for them at their new desk or have your greeter hand it to them when they walk in the door.
Use the Orientation to Emphasize Culture
Your new hire orientation checklist for managers shouldn’t just be about paperwork.
Make sure to emphasize your company’s culture and values, as well. While you should have brought these up multiple times during the hiring process, a new hire orientation is an opportunity to reinforce these values.
Afterall, your company culture is likely one of the reasons a new hire decided to accept the job offer. Reinforcing your company’s mindset and environment should get them excited and feeling good about starting a new adventure.
Introduce Your New Hire to the Team
Meeting the team should be part of a new hire checklist. There are a few ways you can do this. One way is to take your employee on a building tour and introduce them to everyone.
However, depending on the setup of your company, this could be a little awkward – especially if people are in meetings or involved in complicated tasks.
Another way would be to set up 5 to 10 minute meetings with the new hire and all employees. This doesn’t need to happen on the first day, but it can be spread throughout the first week. This way, a new hire can get a few minutes with each employee to learn what they do (and what they don’t do) and understand how their roles impact each other.
Provide Structured Training for Your New Hire
Don’t leave gaps in your new hire’s understanding of their role. Create a new hire checklist for employees that includes comprehensive training.
Before your new hire’s first day, assign team members to coach the new employee on different aspects of the job, as well as the company culture.
Assign Your New Hire a Peer Buddy
Lack of well-being and a poor work environment are common reasons new hires quit. Improve both by including a peer buddy in your new hire checklist for employees. A peer buddy can help your new hire learn the lay of the land, including social do’s and don’ts.
This being said, make sure you choose your peer buddy wisely. You’ll want to pick someone who is well-liked by the majority of your team and someone who is positive and inviting.
Schedule Check-Ins with Your New Hire at Regular Intervals
New hire check-ins should occur at the 30-, 60-, and 90-day marks – and again after six and nine months.
These new hire check-ins should be supportive and allow for two-way feedback. These check-ins are great opportunities for your company to learn where gaps exist in your onboarding process and where you can improve.
Keep Reading: How often should employees be evaluated?
Get Creative with Your New Hire Checklist for Managers
A creative checklist for hiring managers can help address the most common reasons new employees leave the company. By rewriting your new hire checklist for managers with an eye towards your new hire’s well-being, you’ll do more than increase retention.
You’ll also increase employee engagement – which in turn, drives business growth.
To learn more about improving your employee experience, check out some of our additional business resources: