Onboarding Example
Onboarding Plan Summary
This onboarding plan is designed to streamline and bring all onboarding partners into alignment. All departments are doing an excellent job on their own but they aren't in alignment with each other and as a result, onboarding experiences can be inconsistent from new hire to new hire. This chart breaks down each departments part as well as the time frame from new hire to 1 month check in. This also setups up a single source of progress system that all departments would have easy access to which tracks the new hires progress. Each department checks off where the new hire is in their onboarding and when they are ready for the next stage of their Universal Onboarding.
Pros
The pros of this Onboarding plan are as follows:
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Promotes transparency and cross-departmental understanding
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Delivers a consistent onboarding experience for all new hires
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Implements a universal tracking system to monitor onboarding progress
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Establishes a buddy system to support new hires during transition
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Shifts some training and onboarding responsibilities to the Training Department, freeing up resources across other teams
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Creates and utilizes a universally adopted system that can be updated frequently and flexibly
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Enables the Training Department to assess onboarding effectiveness and make data-driven improvements
Onboarding Implementation Challenges
Some of the challenges to initiate this plan:
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Initial "all departments" meeting to map out Onboarding Process for alignment
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Picking, training and getting adoption from all departments for a software source of tracking (ex. Airtable, Rippling, etc.)
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Integrating IT tracking into the tracking source (specifically hardware assignments to new hires based on job position)
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Possible refinements to existing departmental onboarding process if needed
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Managing assessments and metrics for onboarding reviews
