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Journey of on-boarding…

With so many new starters beginning their working lives virtually we need to ensure that you have a really good structure to your on-boarding.

Journey of on-boarding
  1. Clarity

Before they even take the position are they absolutely clear about what it involves do they have total clarity. Do they understand the “Overall Purpose” of the organisation and more specifically as an individual do they know the answers to the following questions:-  

1.What am I here to do?

2.What do I have at my disposal to do it?

3.What do I need to know to succeed?

4.Who are my key stakeholders?

5.How am I being measured?

6.What behaviours are rewarded in this culture? What behaviours are looked down upon in this culture?

As an organisation you will need to share the vision for the role not just the company vision. Can you put into one paragraph the overarching problem the person is being hired to solve or overall objective. Have you created a document that covers the roles and responsibilities, an overview. Identified the KPIs – key performance indicators that will give the new starter the key to their success. Mapped out how many milestone check points you will need and how often to meet. 


The first 30 days will be crucial to see that your new starter connects with the right people.

Who would you like them to meet as the Welcome meeting (virtually how many team members do you want on that first call). Who is best to host the Culture overview meeting to explain “They way things are done around here…”. The IT department is a crucial connection to ensure they have set up everything. Meeting with the line manager purely on role and responsibilities, and timings set up for milestone meetings. Discovery meetings with others departments so that their overview of the company is not limited to their department. There will always be things that can’t be covered by others so provide relevant reading material.


By 60 days does the new recruit, understand all products and services. Have they put together a strategy, compilation and review of what they are going to do. Set them a date to formally present their ideas. The presentation will explain their developed solutions and ideas. They will outline an implementation plan and the results they are expecting.


By 90 days the new starter will have had some early wins, therefore there is now work that can be evaluated. Confidence in selling products & services should be well underway. The individual should feel secure in their position within organisation. Depending on level should have a strong relationship with leadership team.


What have they added to the team, have they enhanced your company culture. What return have they provided in terms of revenue contribution. What is the reaction from clients in levels of rapport and numbers.

The next step is for them to plan next 90 days 

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