For some, the best answer is a steady ramp-up period, while others prefer throwing new devs into the deep end. It helps us ensure all incoming employees get a full introduction to 360Learning’s core tenets, but leaves wiggle room for onboarding managers to customize:ĭuring onboarding, developers need to learn architectures and codebases-made more difficult by whacky legacy codes and poor process documentation-on top of the universal challenges of a new job.ĭeveloper onboarding, especially in a startup work environment, is all about accelerating time to performance. This is a snippet of our onboarding process template for each new hire. You can learn more about how we structure onboarding at 360Learning in our ebook, here. At the same time, we leave room to tailor the process for each new hire and give them the flexibility to shape their own learning process. Guide employees through their first 90 days, minimumĪt 360Learning, for example, each new hire’s onboarding is built around a standard outline of key goals and checkpoints.Include regular feedback and check-ins between the new hire and onboarder.

Provide necessary training for the new hire to do their job.Familiarize new hires with your company’s culture, tools, and processes.Introduce new hires to key coworkers and stakeholders.Kick-off with an exciting preboarding process to get new hires excited about their first day.Onboarding should be tailored to each new hire, but there are some universal elements.įor the most part, every onboarding program should: General onboarding templates to get started But onboarding programs succeed when they answer specific questions about your organization and the new hire’s role, like “What defines our company culture?” “What’s our performance review process?” “What is this role’s workflow like?” There, they can meet the captain and crew, see where the ship’s heading, and “learn the ropes” to help you get there.Įffective onboarding is necessary for every organization, but there’s no one-size-fits-all solution-if there were, we would give you one onboarding template instead of 32. What makes strong onboarding? The objective, at its most basic, is to bring new hires “on board”: Your focus is to lift new hires out of an ocean of ambiguity and onto your ship. The same is also true for user onboarding.

The takeaway? A strong employee onboarding program (and the onboarding template you use to create it) is worth its weight in gold. These losses are staggering but not surprising, considering only 12% of employees agree their organizations do a great job onboarding new hires. 20% of employee turnover happens within 45 days, and the cost of each one of those resignation letters ranges from one-half to twice the employee’s annual salary, depending on the role. A rocky start to a new job has expensive consequences.

Employee checklist and training app