Employee

Onboarding
Checklist
Build impactful
employee experiences
with onboarding.

Employee onboarding checklists are an effective way to track new

starters’ journeys and guarantee they have all the tools they need for
success. Discover how to drive an impactful employee experience and
define the moments that matter.

getbridge.com Part of Learning Technologies Group plc

Introduction
Your new hire has accepted their role, signed the contract, and their
start date is approaching! It’s an exciting time to welcome a new
employee on board and there’s loads to do to make sure they have
everything they need to settle in, feel like part of the team, and start
making a difference even before day one.

Whether you’re a manager or an HR/L&D professional, use this checklist

to make your employees’ onboarding process seamless and create a
meaningful, memorable experience.

Employee Onboarding Checklist |1

Before Day One
Give your new employee as much information as you can before their first day. That includes basics such as their schedule and which documentation
your HR department will need to see. This guarantees that their first day will be as stress-free as possible. Supplying plenty of information and keeping
in regular contact helps to make the onboarding experience run smoothly.
TELL THEIR TEAM
Let their co-workers/team know you’ve found the perfect fit and share
some of their interview highlights. It gets their team excited about their
new co-worker, their strengths, and the contributions they’ll soon be
making. It’s also a good opportunity for their teammates to think about
any training or knowledge they can share.
FIND OUT WHAT’S IMPORTANT TO THEM
Get to know your new employee with Bridge Drivers. The card game
provides a series of prompts to help your new hire clarify and articulate
what motivates them, what makes them feel appreciated, and what
kind of culture they thrive within. It’s a powerful onboarding exercise
because it shapes their employee experience and starts career-long
conversations about what matters most to them. And the best part?
They can regularly revisit these drivers with their manager to check that
their needs are being met.
GET THEIR EQUIPMENT READY
Make sure they have access to all of the equipment and software they
need before their first day and send them their login details via email.
If they’ll be working in the office, set up their workstation. For remote
employees, equipment should be sent to them ahead of time along with
a follow-up to make sure it’s correctly set up.
HELP THEM REALIZE THEIR IDEAL WORKING
ENVIRONMENT
This one’s for your remote and hybrid workers. Email them a series of
questions to find out what their current workspace looks like and what
their dream setup is. From here, you can order and send them whatever
they need based on their own taste.
Employee Onboarding Checklist |2
Day One
Day one is when new starters need all of the important information about your company, its policies, and everyday life. It’s also the first point of contact
they’ll have with some of their colleagues. Keep day one short and avoid overloading them with information!

SEND THEM A PERSONAL WELCOME APPOINT AN ONBOARDING BUDDY

Record and send a quick video from their teammates welcoming them
on board. Make this personal, using the information you already know
about them! A friendly welcome message can help to break the ice and
make them feel like part of the team.
GIVE THEM A TOUR
Day one is a chance for their manager to give them a tour of the office
and introduce them to their team. If they’re working remotely, managers
should still offer a run-down of the company, the team, and their
workflow.
ORGANIZE AND SCHEDULE ROLE-SPECIFIC TRAINING
Cover their responsibilities and the tools they’ll be using to do their job.
This is also a good opportunity to introduce them to your LMS if you have
training materials stored centrally.
Match them up with a colleague who can assist them if they have
questions and offer them support in the early days.
SCHEDULE HR INTRODUCTIONS
Your HR department can provide information about policies and benefits
and will check relevant documentation. Make sure new starters know
who to ask if they have any questions, plus how they go about raising HR
requests.
SEND A WELCOME CARD
Arrange for a welcome card to arrive with a short, handwritten message
from someone who was involved in the hiring process. Their note should
welcome them on board and call out something memorable they found
impressive about them while hiring or during the interview.

SEND COMPANY INFORMATION

Send your employee handbook, details about organizational structure,
policies, and anything else that might help them feel more familiar with
your company. You want to make sure they’ve got all the information they
need to be sure of your policies and structure.

Employee Onboarding Checklist |3

During the First Week
New employees take the first week to find their feet and familiarize themselves with their new roles and responsibilities. The first week is a good time to
ease them into work, schedule any training they need to complete, and show them your processes.

ORGANIZE AND SCHEDULE ONBOARDING TRAINING

Their training needs will differ based on their role, but it’s likely that they’ll need to complete
onboarding training to help them familiarize themselves with the company.

SCHEDULE A TEAM MEETING

Invite new hires to a team meeting where they can break the ice with their co-workers and learn
more about their role from their more experienced colleagues. If you’re based in one location,
schedule a team lunch or an activity away from the office, and for remote workers, arrange a team
call and have lunch delivered to them.

SCHEDULE REGULAR ONE-ON-ONES

During the first week, new employees should meet with their manager every day. Managers need to
be sure their new hires are comfortable with their workload, know what’s expected of them, and have
everything they need. After the first week, one-on-ones can start to become less frequent.

|4
Beyond the First Week
After the first week, you’ve successfully laid the foundations for success! New employees have the information they need and understand what their role
entails. You should still schedule regular catch-ups with them alongside team meetings and one-on-ones in the early days to check they’re making good
progress and have everything they need.

SET INDIVIDUAL GOALS

What does your new hire want to achieve? It’s time to set performance goals based on the skills they
want to develop, the knowledge they want to learn, and where they want to take their career.

CREATE AND DISTRIBUTE A DEVELOPMENT PLAN

Once all mandatory training is completed and you know what they want to accomplish,
you can build and distribute a development plan with learning materials to help them
build their skills for the long term.

MEET THE WIDER TEAM

Once your new employee is settled into their team role, it’s time to introduce them to the rest of your
business. Seeing how their work fits into the bigger picture and who they may be collaborating with on
future projects reinforces their growing sense of being a valued part of the organization.

SCHEDULE REGULAR ONE-ON-ONES

Going forward, you’ll want to keep in regular contact with your employee. A one-on-one with a
manager shouldn’t just be for quarterly reviews or yearly appraisals but an ongoing point of contact
where matters can be raised and addressed in a less formal setting.

Employee Onboarding Checklist |5

Bridge gives you the tools you need to onboard with impact.

Get in touch to find out more.

About Bridge
Bridge is a learning and performance platform that combines learning management, performance
management, career development, and engagement measurement into one unified experience. Bridge
enables remote workers to stay connected, and companies to develop their people with virtual training,
manager and employee one-on-ones, and career development plans. Our software gives you the power
to personalize your management, support your employees in their career goals, and communicate your
company’s vision.

Bridge’s learning and performance culture is built on three principles: connection, alignment, and
growth. This people-centric approach has allowed us to create a solution that caters to the entire
employee learning and development experience.

As part of Learning Technologies Group plc (LTG), Bridge provides learning and development services
to over 1,000 mid-market companies worldwide and helps companies to achieve their strategic people
development goals.

To find out more, visit getbridge.com.

getbridge.com Part of Learning Technologies Group plc