You did it! You found the perfect person to fill a role and you’re eager to get them onboarded. Before this new employee gets a chance to hit the ground running, it’s your responsibility to make sure your new employee gets settled in properly. This introductory period is not just about the logistics of W-2s, employee manuals, and paperwork — this is your employee’s first impression of how you operate your business and what level of efficiency they should expect from you as their boss. The key to setting your new employee up for success? Preparation. We’ve come up with a checklist to help you prepare for your new employee’s first 90 days and help you make the best first impression possible. Two Weeks Before They Start… \tSurvey current employees and collect feedback on their onboarding process. Identify areas of improvement. \tSelect a “buddy” employee. Choose someone at the same level that could be a friendly resource and an “in” with other coworkers to help them feel comfortable from the start. \tMake a list of job expectations. Split it between daily tasks and big-picture tasks so your new employee has a clear picture of short- and long-term responsibilities. \tOrder essential items (e.g. uniforms, key cards, computers). The Day Before They Start… \tConfirm they have access to all the necessary software (e.g. email, time cards, etc.). \tEnsure your new employee’s buddy has set up scheduled time to meet with them on their first day, as well as recurring meetings for the future. \tPrint all necessary paperwork (e.g. employee handbooks, equipment instructions, contact information). \tArrange a lunch for the first day by setting up a delivery or reservations nearby. Their First Day… \tGet to work 30 minutes earlier than you normally would or before they’re scheduled to arrive so you have enough time to take a moment and double check everything, attend to any matters that may distract you from their introductions, and get settled in. \tShow them their desk, the restrooms, and other relevant office landmarks. \tGo over the role expectations you prepared and allow time for questions or discussion. \tIntroduce them to relevant staff and their buddy. \tPrioritize essential paperwork. During Their First Week \tSet up time at the end of the week and see how everything went and to follow up on any questions they may have. \tConfirm that all their new hire paperwork has been completed. \tCheck in with their buddy to see if there is anything you overlooked or could be doing better. During Their First Month \tCheck in to review progress with initial goals. Follow up to see if there is anything you could be doing better to support those goals. \tGradually increase their responsibilities. \tProvide secondary training or highlight other opportunities to gauge interest. Within the First 90 Days \tAsk for feedback on the onboarding process. \tDelegate one major project that they play a large role in or take the lead on. \tCheck in with their buddy and collect their feedback. At 90 Days \tEvaluate their progress. Include quantitative measures like sales figures and qualitative like teamwork and leadership. \tReview with their buddy or their direct manager to see if they agree or disagree on any points. \tProvide clear, actionable feedback to your new employee.