Nikolaos Lygkonis

The employee onboarding process is an essential part of the employee journey. Companies that implement effective onboarding strategies improve long-term employee engagement and talent retention.

employee onboarding

Automate the pre-onboarding process so that your team is prepared for any new joiner

Ensure nothing falls through the cracks and all employee information is properly captured

Give managers the tools they need to successfully integrate a new team member into the company

Pre-onboarding is designed to get you and your team ready to welcome a new hire before they join so that they can get off to a great start.

The Employee Pre-Onboarding checklist includes:

A form for employee details like their address, emergency contacts and SSN/Tax numbers

Pre-employment HR checks for references, payroll and benefits enrolment

New joiner activities that need be organized by the line manager to get the employee up to speed and integrated with the team

You're encouraged to customize the checklist further to set specific participants and relationships, and include company-specific policies and documentation. You can attach all policies as download files for any state participants.

Help new hires to hit the ground running by giving them the right documents, references and equipment before they start. 

Employee Pre-Onboarding

Benchmark the success of your onboarding process

Iterate and develop your onboarding so that you've got the perfect welcome for all new talent

Provide additional support for new joiners to prevent the risk of them leaving

New joiners are the best people to assess the quality of your onboarding process, having just been through it themselves.

Gathering feedback from new talent on the pros and cons of your onboarding process will help you to improve experiences for your future recruits. You can also track the performance of line managers as they integrate employees into their team and make sure staff are getting the right resources and coaching to be successful.

The New Joiner Survey should be sent to all new employees at 60-90 days and includes:

6 open-ended questions around the highs and lows of their first few weeks

3 yes/no questions about their manager participation and expectations

7 Likert scale questions (from strongly agree to strongly disagree) about cultural fit and company belonging.

This survey should remain confidential between employees and HR. Ideally the employee will be identified so that HR can follow up on specifics, but you can also make the survey anonymous using the webforms function in the app settings.

A survey for new hires to give feedback on their onboarding experience.

New Joiner Survey

Decrease the time to full productivity for new employees

Provide your newest recruits with the tools and support they need to successfully integrate and get up to speed.

A pre-onboarding checklist to gather new hire information and set them up with the right policies, documents and equipment before they start.

An onboarding checklist to make sure HR, admin support, IT, managers and new talent are fully up to speed when a new person joins.

An onboarding checklist for managers to give a framework to properly onboard any new hire in 90 days.

A new joiner survey to check in with new talent and make sure they're getting the onboarding support they need.

Once you've installed this workspace all of the above functionality will be available. You are encouraged to make further customizations to each app including setting manager relationships, default participants and updating statuses.

Give new hires the tools and support they need to successfully integrate into the company culture.

Onboarding

Provide a clear roadmap for a new hire's first 3 months at the company

See a real impact on employee engagement and talent retention

Easily track onboarding metrics like happiness index and eNPS

This Onboarding Checklist gives managers a complete framework to effectively onboard any new hire in 90 days. Following the "Learn, Build, Do" methodology with milestones every 30 days, the manager is given a toolkit to support their employee as they are learning the ropes in their new position.

The Onboarding Checklist for Managers app includes:

A checklist of onboarding activities to be completed at the five key onboarding stages: Day 1, Week 1, Month 1, Month 2 and Month 3

A check-in meeting template after completing each stage with guidance and suggested discussion points

Onboarding metrics to track including happiness index and eNPS

Resources and tips for successful onboarding strategies

New hires will be able to view and comment on their checklist so they can collaborate with their manager on their onboarding. When you install the app template you can also easily add your own onboarding activities to each checklist to fully customize and personalize your company onboarding plan.

A checklist for managers to direct new hires through their first 90 days at the company.

Onboarding Checklist for Managers

New hires are given all the tools and information they need to be successful

The company provides a consistent new joiner experience

Expectations and standards are set up correctly

The employee onboarding process is designed to provide new employees with a great first impression of your company.

There are many people involved in a new hire's first few weeks and months, and all of them need to be up to speed on their role and expectations. An onboarding checklist makes sure that everyone has the right documentation and is prepared to welcome new talent to the team.

HR documentation checks to make sure you've received signed contracts, benefits and payroll details, and have provided the employee with the correct policies and handbooks they need.

Line manager checkpoints for giving the employee the right information, introducing them to their team and setting up regular one-to-ones and check-ins.

Administrator activities to provide new hires with office equipment, contact details and welcome packs.

IT checks to set up new joiners with the right equipment, software and tools.

You're encouraged to customize this checklist further with company-specific policies, equipment and teambuilding activities.

Optimize employee onboarding with checklists for your newest recruits, their manager, administration, IT and HR.

Employee Onboarding

Help new talent to hit the ground running with onboarding checklists and surveys.

Give employees many different perspectives on their skills, strengths and weaknesses

Give supervisors a broader picture of their direct reports' working styles

Easily highlight top talent and identify underperformers

Encourage open communication between team members

360° feedback gives everyone a broad picture of their skills, working style and team relationships. It encourages open and honest communication between staff and ensures that performance conversations don't happen with just a supervisor.

The 360° Feedback app has the following sections:

Nomination process to select feedback evaluators

Competency-based feedback questions and ratings

Employee's Feedback Profile showing an average of all evaluator scores and a written summary from the manager

360° feedback should be gathered for an individual from many different levels of the organization: from juniors, colleagues, supervisors and leadership.

You are encouraged to edit the template to include your own feedback questions, ratings and competencies.

Gather multi-rater feedback from peers to understand your strengths and blind spots. Nominate evaluators and send out a feedback questionnaire. Get your Feedback profile and compare self-perception against the perceptions of others.

360° Feedback

Ensure there are no coverage gaps without adequate planning

Employees get quick approval for any absence type

Leaders get an accurate records of absences

Give employees a self-service portal to request time off within the requirements of the company absence policy.

An absence request form to document the absence type and planned days off

An approval step for line managers to approve/reject the absence request

A read-only copy of the request to maintain absence records

This is a general app covering a wide variety of absence types. The absence categories included in this module are:

You can always modify this template to include additional categories as necessary, and to include other approval steps if needed. You can also attach the company absence policy as a reference document.

Track sick leave, holidays, vacations, maternity/paternity leave, and compassionate leave.

Absence Management

Streamline the new joiner process by providing them with the right equipment when they need it

Allow departments to effectively manage the assets they own and give staff the ability to quickly request new equipment as needed.

An approval form for the asset owner to approve/reject the request with comments

A section for asset details including serial numbers, photos and loan dates

A read-only asset record for the new asset holder to keep track of equipment they've been loaned

Typically a new asset request will go to an individual in IT or Procurement. You can edit the app template to set these individuals as default participants once you've installed the app. This means you'll set up the process once and the app can run as a self-service request portal for all employees.

Owners can use the data view to get an up to date picture of all assets out on loan, request returns and manage any damages or loss as needed.

Maintain an inventory of company assets like mobile phones, laptops and equipment.

Asset Tracking

Improve remote working relationships by giving every user access to basic employee information

Get quick access to actionable employee data

Link profile fields to your performance apps and Dashboard

Profile templates standardize employee details across the organization and help HR to create a database of important employee details.

NI/SSI number (private to the employee and HR only)

Emergency contact details (private to the employee and HR only)

Company details (role title, start date, date of last promotion)

You can further customize the template to add your own data fields. These can be made visible to everyone and published on the Dashboard timeline to create a personalized employee journey. HR can also include private fields for sensitive information, and fields for account owners only like salary and payroll details.

Our templates can be configured in line with your HRIS system.

Basic Employee Profile

Identify your unique areas of improvement and strength

Gather data that will enable you to incorporate D&I in your organizational strategy

Understand barriers to employee progression

There is no such thing as a diverse individual. Diversity is a relational and contextual concept; a set of characteristics drawn from a specific group of people, in a specific setting, measured on a collective whole.

Your organization has its own unique criteria for diversity and inclusion, and your own areas that you need to improve. The best way to start to tackle this is to measure the perception of D&I among the people who live your company culture every day: the employees.

This Diversity & Inclusion benchmarking company survey is created to help you baseline your D&I efforts to create a platform on which you can improve. The survey asks 10 questions about leadership, hiring, training and motivations for diversity that shouldn't take longer than 3 minutes to complete.

Benchmark the levels of diversity and inclusion across the organization in order to start tracking improvements and employee feedback.

Benchmarking Survey - D&I

Boost employee engagement through opportunities for growth and development

Retain talent by giving them the resources and training they need to progress within the organization

Create cross-functional relationships by assigning career mentors who are not the employee's line manager

Growth opportunities are a crucial part of employee engagement. Encourage employees to plan their career progression with the help of mentoring conversations.

The Career Development One-to-One app includes:

Talking points: open-ended questions for the employee to assess their current working life, identify skills they want to learn, ask for coaching and set a timeline for their progression

Comments from the mentor/supervisor on each talking point to provide their expertise and recommendations

An area for both parties to define meeting outcomes and agreed action plans

This template has been created to help employees document their current career path and think about where they want to go next. It's designed as a conversation to take place between the employee and a mentor or supervisor they look up to, who can provide strategic direction on their career plan. Ideally a face to face meeting should take place to discuss what's been written, and then both parties can document the outcomes and actions they agreed on.

Discuss a career progression plan with your mentor/supervisor.

Career Development One-to-Ones

Regularly check in on employee development, engagement and well-being

Promote relationship building between employees and colleagues

Identify problems early on so you can create action plans to improve

Regular check-ins are vital for employee development and for building productive working relationships between supervisors and their direct reports. They're a chance to reflect and take stock of your work, development, wellbeing and satisfaction.

This simple check-ins app allows anyone to set up a meeting with their manager, supervisor, mentor or a colleague. We leave it up to the initiator to create their talking points so that they can have a catch-up with their own agenda.

Setting up the meeting type, date and talking points

An option for the counterpart to accept or decline the meeting

The initiator documents the meeting outcomes and agreed action items

You should further customize this app to allow employees to link other information into the check-in (goals, peer feedback etc.). We have additional apps for Monthly One-to-Ones and Career Development One-to-Ones if you're looking for a more structured set of talking points.

Set a structured agenda and talking points for a meeting with your manager or colleague.

Check-Ins

Create alignment across all departments, teams and individuals

Keep the company's strategic vision top of mind for everyone

Hold leaders accountable to the targets they set

Publishing inspiring, challenging company objectives gives everyone a goalpost to work towards and brings meaning to the work they do for the company.

Company objectives are the overall strategic objectives for the full organization. By making company objectives publicly available to all employees you can help keep them top of mind and give everyone a framework from which to build their own objectives.

The Company Objectives app includes the following:

Objective name and details - keep it short, specific and inspiring

Strategic themes to group your objectives together, such as Growth, People & Culture and Operational Excellence

Key metrics by which the success of the objective will be measured

A section for ongoing updates and progress reports

Company objectives should be owned and updated by the senior leaders in the organization. Employees can align their own goals to these objectives, and can provide their thoughts and updates to the company objective by using the Comments section of the app. This gives everyone a sense of ownership of the company's growth and transparency in what you're all working towards.

Set, track and publish your organizational objectives to drive awareness and ensure everybody is aligned.

Company Objectives

Help team leaders to understand their team's strengths and weaknesses

Limit potential damage from thoughtless feedback by going through a gatekeeper

Help your peers improve and grow through constructive feedback

Reflect on your own strengths and weaknesses

Feedback can be a tricky subject for employees who may not be comfortable giving open criticism to their peers. Give everyone the option to send feedback to a manager, supervisor or HR and ensure their comments are kept confidential.

Peer feedback provides plenty of opportunities to learn from one another, but that feedback isn't always delivered with tact and understanding. If your organization is new to giving feedback or you'd prefer that managers summarize comments and deliver only the summaries to their reports, then confidential feedback is for you.

Three simple start, stop and continue questions to help providers frame their feedback in a specific and constructive way

An assessment grid to easily rate skills, teamwork and professionalism

Once you're more confident that feedback is given in a constructive way, you can install the full 360 Feedback app to sit alongside your confidential feedback process.

Send confidential, constructive feedback and observations to a colleague's manager or HR.

Confidential Feedback

Improved tracking/visibility across your company

Quick and user-friendly tools that are easily understood

Consistent and fair procedures enforced across the company

This general HR toolkit will allow you to get off the ground running with fixed, tested and repeatable processes.

Asset management - track and record company assets.

Absence management - request and approve any absences - sickness, vacation, etc.

Time tracking - create and submit timesheets.

Once you've installed this workspace the above functionality will be available. You are encouraged to make further customizations to each app including setting manager relationships, fixed participants and updating statuses.

Core HR makes it easy for employees to manage their information through self-service access.

Core HR

A diverse, inclusive organization drives innovation through differing perspectives

Connected employees are happier, healthier and more productive

Team members who feel safe and supported are better equipped to take risks and deliver above expectations

A great company culture fosters teamwork, collaboration, innovation and a sense of belonging.

Understanding your company culture allows you to build cohesive teams with diverse opinions and skillsets.

This Culture workspace includes apps for:

Diversity and Inclusion Benchmarking - measure the perception of diversity across your organization and start building a more inclusive workforce.

Diversity and Inclusion Surveys - track how diversity and inclusion is adopted among all employees over time with long-form, pulse and check-in surveys.

Employee Experience Survey - understand what drives your employees to do their best work and whether your workplace is allowing them to thrive.

Know Your Team - a quick survey to get to know your teammates better.

Understand and develop your organizational culture with surveys for getting to know you, employee experience, and diversity and inclusion.

Culture

Give employees the autonomy to plan their own career progression with a mentor's support

Allow self-service access to training courses and encourage employees to develop their professional skills

Give leaders a vision of how employees want to progress to aid with succession planning

Employee development is fundamental to team success. Creating a development roadmap ensures employees are growing professionally, continually developing their skills and meeting the organizational goals.

This Development workspace includes apps for:

Development Plans - plan your career development by defining your goals, identifying the skills and knowledge needed to achieve them, and track updates as you progress.

Career Progression One-to-Ones - have a discussion about your career path with a mentor or supervisor.

Training Approval - register for training courses and get quick approval from your line manager and budget owner.

Track your personal and professional development with apps for training approval, career progression and development plans.

Development

Help employees to map out a clear path to progression

Engage supervisors in providing valuable advice and guidance to their team members

Give senior leadership insight into long-term employee goals to aid succession planning

Development plans help employees to articulate their career goals and design a clear path to progression.

Preparation questions designed to get employees thinking about what they like and dislike about their current role, their personal values and their areas of interest

The development areas needed to achieve the career goals: skills, knowledge, personal traits and potential distractions

Each section has an area for supervisor comments so that employees can work together with their leaders to make sure they're on the right track and ask for advice. Employees can then track their goal progress over time and make regular updates to the overall development plan until they reach their targets.

Track your professional development by creating career targets and defining the skills, knowledge and personal traits needed to achieve your goals.

Development Plans

Diversity creates a pathway to improving interpersonal skills and relationships

A diverse and inclusive workforce fosters creativity and innovation

Regularly surveying employees gives you trackable metrics with which to measure improvements in your hiring, onboarding and training efforts

New Joiner Survey

New Joiner Survey

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