"Effective onboarding builds a great organization. Yet most companies do a terrible job."
Brad Giles
Founder and Strategy Coach
Onboarding Blueprint for Managerial Success
posted in Business Coaching
Contents
Most managers focus on Day One for onboarding – but a six-month plan is the secret weapon for turning new hires into rockstars. Ready to level up?
Why a Six-Month Onboarding Plan Matters
An effective onboarding process is more than just an introduction; it's a roadmap for success. Inspired by Brad Giles’ insights in Onboarded, this six-month onboarding plan ensures new hires align with your organization’s culture, meet expectations, and thrive. Each phase is designed to guide both managers and employees through a structured yet flexible process.
The Critical Impact on Organizational Success and Managerial Effectiveness
Effective onboarding is a pivotal process that significantly influences employee retention, engagement, and productivity. Research indicates that organizations with structured onboarding programs experience a 50% increase in employee retention rates.
Furthermore, employees who undergo comprehensive onboarding are 58% more likely to remain with the company after three years.
The initial phase of employment is critical, as 20% of employee turnover occurs within the first 45 days, often due to inadequate onboarding experiences.
From a productivity standpoint, employees who experience effective onboarding are 50% more productive, as clear expectations and support drive early success.
For managers, implementing a robust onboarding process not only enhances team performance but also contributes to personal career success. A well-executed onboarding strategy reflects strong leadership and can lead to improved team dynamics, higher employee satisfaction, and reduced turnover, all of which are critical metrics in managerial performance evaluations.
It is clear, investing in a comprehensive onboarding program is essential for organizational success and can significantly impact a manager's effectiveness and career trajectory.
Using the ViDA Onboarding Template to Streamline Success
To make your onboarding process as seamless as possible, we’ve created a customizable template on Google Sheets to guide managers in building their six-month plans. Here’s how you can access and use it effectively:
- Access the Template: Google Sheets Onboarding Template. Open the link and click File > Make a Copy to save it to your Google Drive for customization.
- Prepare in Advance: Populate the template with tasks, expectations, and key milestones before the initial meeting. This preparation sets the tone for a productive onboarding process.
- Engage the New Hire: Share the document with your new hire before their first day. Ask them to fill out sections related to their role, goals, and personal development. If pre-filling isn’t possible, walk them through the framework on Day One and give them time to complete it independently.
- Collaborate on the Plan: Dedicate 60 minutes to review the completed document together. Compare the new hire’s input with your prepared plan and co-design a six-month roadmap.
- Execute and Review: Use the finalized template as a working document for check-ins at 30, 60, 90 days, and beyond. Track progress, address gaps, and celebrate achievements.
This structured approach fosters clarity, alignment, and trust, setting both the manager and employee up for long-term success.
Summary of Key Phases
From pre-boarding to the six-month check-in, each phase of this plan is designed to maximize integration and ensure success:
- Pre-Boarding: Setting the stage before Day One.
- Day One: First impressions that matter.
- First 30 Days: Building confidence and establishing rhythm.
- 60 Days: Evaluating fit and progress.
- 90 Days: Decision point for long-term integration.
- Months 4-6: Transitioning from "new hire" to "trusted contributor."
1. Pre-Boarding: Setting the Stage
The work begins before the first day. Pre-boarding sets the tone for your new hire’s experience.
Cultural Expectations:
- Share the company’s mission and values. Send a welcome video featuring team members showcasing these values in action.
Management Expectations:
- Provide a document outlining initial tasks and key metrics they’ll focus on in the first 30 days.
Technical and Process Expectations:
- Ensure access to essential tools: logins, software training resources, and equipment setup guides.
Personal Development Expectations:
- Recommend pre-reading materials or videos that align with their role, like market trends or industry news.
2. Day One: First Impressions Matter
Day One isn’t just an orientation; it’s a launchpad.
Cultural Expectations:
- Begin with a team breakfast or casual meeting to introduce the team and foster inclusion.
Management Expectations:
- Schedule a 1:1 to review expectations for the first 30 days and beyond.
Technical and Process Expectations:
- Conduct a walk-through of software or tools they’ll use daily. Pair them with a peer mentor for shadowing.
Personal Development Expectations:
- Share a learning and development plan. Suggest initial steps like joining a professional association.
3. First 30 Days: Building Confidence
The goal here is integration – culturally and operationally.
Cultural Expectations:
- Have the new hire attend weekly team huddles or social events to solidify connections.
Management Expectations:
- Schedule weekly check-ins. Ask open-ended questions like, “What’s working well, and where do you need support?”
Technical and Process Expectations:
- Begin hands-on training with tools or processes. Conduct mini-assessments to ensure retention.
Personal Development Expectations:
- Set a 30-day personal learning goal, such as completing a course or attending a workshop.
4. First 60 Days: Measuring Progress
By this time, you’re gauging fit and performance.
Cultural Expectations:
- Invite feedback on how the individual perceives and fits within the organizational culture.
Management Expectations:
- Dive deeper into performance metrics. Are they meeting expectations? Adjust as needed.
Technical and Process Expectations:
- Assign more challenging tasks to test competence and confidence in processes.
Personal Development Expectations:
- Review progress on the learning goal and discuss next steps.
5. First 90 Days: The Decision Point
This is a pivotal checkpoint – for both performance and fit.
Cultural Expectations:
- Discuss how they’ve embraced the culture. Are they aligned or resisting key aspects?
Management Expectations:
- Conduct a formal performance review. Be transparent about whether they’re on track for long-term success.
Technical and Process Expectations:
- By now, the new hire should operate independently in key areas. Identify any lingering knowledge gaps.
Personal Development Expectations:
- Celebrate wins and reassess development goals for months four to six.
6. Months 4 to 6: Crushing It
This phase ensures the new hire transitions from “new” to “trusted contributor.”
Cultural Expectations:
- Encourage them to mentor incoming team members, reinforcing their role in the culture.
Management Expectations:
- Shift from supervision to empowerment. Assign stretch projects that push their boundaries.
Technical and Process Expectations:
- Conduct a technical audit: What skills have they mastered? What’s next to improve?
Personal Development Expectations:
- Partner them with a coach or sponsor to refine skills and map a career trajectory within the company.
The Tough Calls
Not every new hire will succeed. At 30 and 60 days, ask: Are they excelling or falling short? Make decisions early. By the 90-day mark, it’s often too late to let someone go without significant disruption.
Wrap-Up
Creating a six-month onboarding plan transforms onboarding into a strategic process rather than an afterthought. It’s not just about integrating new hires – it’s about setting them, and your organization, up for long-term success.
Great onboarding isn’t about filling a desk – it’s about fueling your team’s future.