You've put in countless hours sourcing, evaluating, interviewing, and ultimately convincing that great candidate to join your team. Now it's time to onboard them.

Research has shown that companies with a robust onboarding experience see as much as 50% higher employee retention and 62% greater productivity among new hires. Conversely, a negative onboarding experience can reduce your new employee's confidence in their roles and reduce their engagement, ultimately increasing the risk that they leave when a new, more appealing opportunity arises.

Given how important this first impression is, managers should implement the following example agenda for a new hire's first week to create a structured, engaging introduction to your company and your team.

Example agenda for a new hire's first week

Day 1: Introductions and setup

• Welcome: Introduce the new hire to the team and provide a tour of the workplace.
• Paperwork: Complete necessary paperwork and HR requirements.
• Tools and Equipment: Ensure that the new hire has all the necessary tools and equipment to perform their job, such as computers, software, and access to systems.

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Day 2: Basic orientation

• Company Culture: Introduce the team culture, values, and company mission. Explain how the team, and their role, fits into the larger picture.
• Policies and Procedures: Provide basic training on company policies and procedures.
• Benefits: Review the company benefits, including health insurance and paid time off.

Day 3: Job-specific orientation

• Performance Expectations: Clearly define the performance expectations for the new hire, including goals, metrics, and timelines.
• Training: Provide comprehensive training on the job responsibilities, processes, and tools that the new hire will need to succeed.
• Team Dynamics: Describe the team's ways of working to help orient them to how they can best communicate and collaborate with their new colleagues. Consider a team personality test like TeamDynamics to codify and describe these ways of working.

Day 4: Professional development

• Mentorship: Assign a mentor or buddy to the new hire, someone who can provide guidance and support as they acclimate to their new role and the company.
• Feedback and Recognition: Set up a system for providing regular feedback and recognition to the new hire, to ensure that they feel supported and valued.

Day 5: Connectivity and check-in

• Socialization: Encourage the new hire to socialize with the team and participate in team-building activities, to build camaraderie and a sense of belonging.
• Follow-up: Check in with the new hire to ensure that they are settling in and have everything they need to succeed. Provide opportunities for the new hire to ask questions and offer feedback on their onboarding experience.

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P.S. Are you looking for a new hire checklist to make sure you don't forget anything important when onboarding your new employee? Take a look at this 10-step checklist!