ONBOARDING TIMELINE
DAY 1 |
MONTH 1 |
DAYS 90 TO 180 |
ANNIVERSARIES |
l
l
l
Focus on connecting the new hire to the mission , vision and values of the company . Help them connect with a mentor and set expectations for the first 90 days . Make sure that the day is part info , part experiential .
Put It on the Calendar
l
l
l
Develop a concrete individualized training schedule with reasonable objectives based on how each person learns best . Don ’ t overload with too much information . Make sure to check in with both the new employee and the mentor to make sure that things are going smoothly . Early course corrections will save you a lot of time and grief . l
l
Continue to articulate formal training objectives and ensure a complete understanding of all performance standards , particularly if your property participates in a formal rating program like AAA or Forbes . Recognize and reward good performance to make sure they know you ’ re paying attention to them and you care about how they are doing .
l At the end of month one , conduct a formal check-in to make sure your new hire is happy and engaged . Ask them What do you wish you would have known on day one ? so you can see potential gaps in your program . l At the end of the third and sixth months , complete another formal review so you can track their job satisfaction and set them up for continued success in the role . l Several times per year , make sure to offer regular training activities and opportunities for job enrichment . l
l
Mark each employee ’ s start date anniversary with more than a card or mention in the company newsletter . Take the time to acknowledge individual achievement and map out the next year ’ s goals . If the employee wants to evolve , make sure to support them with internal and external resources . l If they ’ re struggling , provide re-training and support , or perhaps assign them to a role that better fits their talents .
For more information about best HR policies and practices , check out the Society for Human Resource Management ’ s website at shrm . org
Documenting The Onboarding Process : Employee Handbooks
As a leader of Hanna Resource Group , an HR-focused consulting firm , Candra Bryant has led her team in completing HR audits , compensation designs , training programs , strategic planning , performance management , recruiting , HR outsourcing engagements and employee survey initiatives . She and her team have created more than a hundred handbooks for HRG clients . Below , Bryant gives her advice on optimizing the writing and distribution process for your next employee handbook .
Use Templates Using a template for your next handbook provides a great starting point . The Society for Human Resource Management ( SHRM ) has a handbook builder and many payroll service organizations and HR management systems can provide this template as well . You will be able to produce approximately 80 percent of your company ’ s handbook using these templates as they provide wording for necessary sections on general employment practices , standards of conduct , harassment reporting , talent acquisition expectations , attendance , punctuality , corrective actions , employee records , performance management , media relations , exit processes and more .
CANDRA BRYANT leads Hanna Resource Group , an HR-focused consulting firm dedicating to creating thriving workplaces .
Right-size It Employers of all sizes typically include policies regarding the organization ’ s code of conduct , anti-discrimination and
MARCH 2024 n PULSE 47