Phases of Onboarding

The bulk of the program development work will be identifying which tasks should be completed when. Typically, there are five distinct phases:

• Pre-Work
• First Day
• First Week
• First Month
• First Year

This will, of course, change depending on what position you are onboarding – the program for executives, for example,  may last two years, while a position for a data entry clerk may only last three months. Here, we are trying to provide a basic framework that participants can work with.

Types of Activities

Your onboarding program can communicate information in a few different ways.

A Mentor, Coach, or Buddy

Interpersonal support can be provided in a few ways. A mentor is the most involved type of support person; their goal is to interact with the new employee and to help them develop personally and professionally. A coaching program is similar, but focuses on the employee’s job-related skills. Finally, a buddy is like a tour guide, helping the new employee find their way around the new workplace and find information.

Departmental or Company Orientation

These sessions tell the employee about who the organization (or department) is, what their mission statement is, what their goals are, what they do, and where they are going. Think of it as, “The Life and Times of XYZ Company,” or, “All About the Accounting Department.”

Job-Specific Training

It is often useful to provide training on specific skills. These can be technical skills (using Microsoft Word, entering data into the database program) or softer skills (project management, conflict resolution).

Formal training approaches usually involve self-paced training through manuals or online learning, or classroom training. More informal approaches include job shadowing. We recommend that training be spaced out over the onboarding period.

For example, instead of having the employee complete six classes in one week, try having them complete one class a week for the first six weeks of their employment. They will retain more information and feel less overwhelmed.

Coaching and Performance Management

During the onboarding process, the manager must check in with the employee on a regular basis. The manager’s role is to ensure that team members are on board with their performance program and onboarding plan. The plans may need to be adjusted, or the employee may need additional support.