Sample Onboarding Plan for New Employees
Do you cringe at the thought of hiring new employees because you know how much extra work it’s going to be to get them up to speed? That’s what we heard from one of our clients. It was getting to the point where her dislike of employee onboarding (and resulting lack of hiring) was impacting her company’s ability to grow.
Another client realized he was too busy to give his new employees the time and attention they needed. He wasn’t setting his team up for success and he worried that he’d lose some of that talent. He knew employee retention was critical for his small business.
In each of these cases, the business was missing one critical thing – an employee orientation plan.
We’ve taken our 20+ years of employee training experience and put it into a new employee training plan template that you can buy and make your own, to help ease some of these issues.
The template:
Provides a day-by-day new hire training plan for your employee’s first week on the job and includes suggestions for weeks 2 and 3, so you’re never stuck with the “what do I do with the new hire now” feeling.
Includes a new hire training plan Google Doc so that you can customize the training plan for your company. If Google Docs aren’t your thing, we also provide the new hire sample training plan as a PDF.
Provides helpful hints to help you streamline the new hire training process, so that it ultimately saves you time and increases the productivity of your new staff.
Research by Brandon Hall Group found that organizations with a strong onboarding process improved new hire retention by 82 percent. At a time when staffing shortages are widespread, employee retention is important.
Why use a training plan template?
Because it takes the pressure off you as the owner/manager. You can follow a plan instead of starting from scratch.
Make it once and use it over and over
Improve your employee productivity and retention, which will have a direct impact on your bottom line.
Are you ready to set your employees up for success? Let’s go!