New Employee Orientation Checklist

Dave is new to the team. He’ll start working with your company in a couple of weeks. You’re excited about what he has to offer, and you’re looking forward to welcoming him to the business.

But how exactly should you do this? What’s the best way to integrate Dave and allow him to help your business succeed?

For the best results, follow a three-step new employee orientation checklist.

1. Prep

Make room for Dave: The specifics for this will vary depending on the type of product or service you offer. It might mean clearing a desk space for Dave. It might mean creating an inbox for him. Maybe it means ordering Dave a company uniform. Whatever Dave will need to work as one of your employees, get those items ready.

Send emails: Send Dave an email that welcomes him to the business and provides any information he will need for his first day on the job. This could include where to report, who to ask for when he arrives, and any documentation he may need to bring as a new hire. Send a second email to the rest of the team to let them know Dave is joining your company.

Gather documents: Prepare handouts that outline any important information Dave will need on his first day. These could include company policies, an organizational chart for the company, or a to-do list for his first week.

2. Onboarding

Orientation: On Dave’s first day, orient him to the company. (Introduce him to other team members, give him a tour of your facility, etc.)

Policy review: The key to this orientation is a review of safety policies, accident reports, and security access. To prevent future incidents, injuries, and insurance claims, it is essential to ensure Dave understands the proper procedures in each of these areas. If Dave is accessing sensitive information, be sure to establish protocols for how this will happen and what you expect of Dave regarding this access.

Documentation: Ask Dave to sign any necessary disclosures or liability forms based on the type of work he will be doing for you. He should also sign a form stating he has received and reviewed all your company procedures.

3. Follow-up

One-week check-in: Check-in with Dave after a week to make sure he has completed any paperwork, benefits enrollment, or new hire training that should be completed in the first few days of employment.

Two-week meeting: Schedule a time to meet with Dave two weeks after he starts. Ask him how things are going and take time to answer any questions Dave has.

Three-month review: After 90 days, provide an informal review of Dave’s performance. Let Dave know about this meeting in advance, including what he can expect at the meeting.

Following these steps will help you establish a smooth process for onboarding new team members. By keeping everyone on the same page with company policies, you can also minimize your risk for costly insurance claims.

If you have any questions about what policies to review with your team, feel free to contact me. I’m just a phone call or email away.