How to Write a Spotless Onboarding Plan for Tech Startups

How to Write a Spotless Onboarding Plan for Tech Startups

Jun 16, 2020, 7:43:38 AM Business

A high-quality onboarding process is the most important part of welcoming a new staff member into a startup. According to LQ, the chances of the employee staying within the company in the next 3 years are 53% higher if the onboarding program is structured.

So, it’s time to plan your work and work your plan! Here’s how you can prepare to onboard a new employee into your tech startup:


1.Learn from Previous Experience


When you’re a startup, even those couple of experiences that you had with onboarding new employees can be precious. Use these experiences to find out what worked well and what slowed down the progress of new staff members.

To find out more about this, simply ask your current employees what they thought about their onboarding process:

  • Was there too much/too little supervision?
  • Were the onboarding roles clearly divided among senior employees?
  • How long did it take for the employee to start feeling at home with the team and the work?

 

2. Write a Checklist for Yourself


“Even if you’ve done it a million times, you need to prepare for each new onboarding day. Every time, there is a new and unique person joining the company and no onboarding process will be the same. Plan carefully, but stay flexible”, says Melanie Sovann, a psychology writer at Subjecto. Don’t improvise – the more you plan out the onboarding process for your new team member, the smoother the process will go. 


3. Write a Checklist for the New Employee


It’s a good idea to also provide your new team members with a checklist of their tasks and activities for the first day or week. No matter how much you plan and organize, new employees can sometimes get lost in the process and be left with nothing to do. To prevent this from happening, outline clear activities and fill their first days with fun, but informative events. It’s a good idea to write these activities down in a separate document which will be usefull for HR specialists in the onboarding process of each new team member. You can turn to professional writers like those at ClassyEssay or TopEssayWriting to write a relevant onboarding activities plan which will greatly assist you.


4. Day-Week-Month Projections


What a new employee wants to know – and what your startup has to define if you want to have a structured onboarding process – is planned activities and tasks for the first day, week and month as a new addition to the company.

Depending on the organization, some expect that you get right to work on the first day, while some take weeks introducing you to the work before you actually start working on the first tasks. Be very clear about this and define exact deliverables and expectations so that your new employee knows how to approach work in the first weeks. 


5.Set the Responsibilities


Determine and notify senior staff members of their exact tasks during the onboarding process. If someone needs to present a 1-hour training to the new employee, free up their schedule and help them fit that into their day. 

It takes a village to onboard a new employee, so don’t let some of your seniors duck out of training and explaining just because they have their own work. 

“One of the trickiest things about onboarding is that you have to introduce a new person, an outsider, to the job – while you’re doing it as you normally would! For some, this can be confusing and hectic. It gets even more so if it’s not clear who should be doing and explaining what to the new staff member”, says Helene Cue, a writer at WriteScout and Studyker with years of experience. 


6.How to Track Onboarding Quality?


How will you know if things are going in the right direction? Pay attention to some of the following aspects:

  • Is the new employee taking in new information at the same tempo you predicted?
  • Is the process going smoothly or did you have to make impromptu changes?
  • Did the employee learn or start working ahead of your activities/tasks schedule?
  • Is the new employee successfully solving issues and challenges as they arise?
  • How much are the other team members included in onboarding?

If you notice that the onboarding process is falling short in some of these aspects, don’t be afraid to tweak on the go. Some things cannot be predicted in advance, but luckily you have the freedom and flexibility to switch things up if you notice something could be done better. 


7.Beware of Common Mistakes


One of the most common mistakes in the onboarding process is giving your new employee too little or too much freedom.  

Too much oversight is very annoying when you work as a translator. At the same time, it’s impossible for new employees to tell the HR: give me more space or pay more attention to me (if the situation is the other way around). It’s a responsibility of HR to recognize this, I think.


8.Learn from Examples of Good Practice


How do companies in your industry onboard new employees? What are some of the best examples of successful onboarding? Which activities can you include to make your new employee excited about their new role?

Don’t be afraid to be a bit of a copycat in this case – do a bit of research on how the big companies are doing it. Implement some of the best practices and leave out those that don’t apply well to smaller companies and start-ups. 

Conclusion

There is a lot that you can do to make the onboarding experience pleasant both for you and your team members and your new employee. The key is to plan ahead and be prepared for any issues that might crop up when the process starts.


Published by garry s

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