A good onboarding program is like a multi-layer cake, with each layer providing context to what it means to be a successful employee. A new hire’s first day on the job is critical to starting that process off right, by giving them essential information they’ll need to be productive and feel part of the team.
There are a few things that every first day agenda should have. The new employee should absolutely get a tour of the office if the job requires them to be at work in person. In-person first day agendas should also include introductions to key stakeholders, if they’re there.
These aren’t the same as the 1-on-1 meetings your new hire might have later on, but a quick introduction will teach the new hire who their stakeholders are and where to find them.
Whether or not they’re running the first day agenda, the new hire’s manager should make an appearance at some point through the day.
Taking their new hire to lunch is a great opportunity for the manager to help them feel more comfortable, and to check in on how they’re doing. Or setting up a team lunch can help a new hire get integrated into the team faster and feel more comfortable around their new team members.
But if your new hire is working remotely, make sure they know when they can take a break for us. Or send them a food delivery gift card to cover their lunch on their first day!
Will the company provide lunch or should the new hire bring their own? Will the team go out to lunch?
Giving the new employee this information beforehand will only add to their experience and make them feel more at ease in their new workplace.
They’ll also need to meet with their HR representative to review the details on how they’ll get paid and how to sign up for benefits. This is the time to share information about ancillary benefits like a gym membership, life insurance, 401k, or any other benefits the company might offer.
Now, that’s enough to cover the basics of the employee’s first day. But there’s so much more a company can do to set up a new hire for success even on Day 1.
Teams and managers can take the time to give the new hire an education on the product. What does the company make? How do they do it? Why do they do it?
Context can help an employee understand their role in the organization, and how it fits into the main goals of the company.
Educating the new hire about the customers is also a helpful step. If the company has any famous customers, this can be a great time to brag. The new hire could spend some time on their own looking up those customers and start learning more about the product and what it’s doing out in the real world.
Don’t forget to give the new hire more information about the organization’s department structure, or at minimum share resources about how they can contact other members of the organization. If they have questions or want to get a head start on meeting with team members and stakeholders, this information will come in handy.
And finally, if there’s any functional onboarding that can be done with the remaining time you can try to squeeze it into the first day. At this point the new hire has started to get a clearer understanding of the big picture of the company, but now it’s important that they start to understand the goals and processes for the department they’re working in, too.
Onboarding new hires into the engineering department is where Edify does the heavy lifting. If this is the part of your onboarding process that you need to improve, check out eddy, our bot to seamlessly get your engineers up and running. Try it out for free!