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Onboarding a new manager is similar to onboarding any new employee: there is planning and preparation involved, a lot of knowledge transfer regarding the organization and their role, colleague introductions, regular touch bases, and progress reviews. A standard, comprehensive onboarding checklist can apply just as much to onboarding a new manager.
That said, there are some key differences to consider when building an onboarding plan for new managers, which can impact the effectiveness of your onboarding efforts. This article lists onboarding items specifically designed for new managers.
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Something extra for your new manager
Maybe you've promoted an existing employee to a manager position, or you're hiring a new manager externally. New managers: The complete guide is a must-have addition to the onboarding process.
Planning is a non-negotiable for any strong onboarding plan. Onboarding a new manager doesn't necessarily make the planning process more robust, but you may have to prepare for particular considerations unique to a managerial role. Whether you're onboarding a new hire or cross-boarding someone internally, new managers should be well-versed in the team they will manage, the management team they'll belong to, and the person they'll be reporting to. And so you might want to:
It's too easy to skip or miss a crucial step—like sending non-disclosure agreements—if you're ill-prepared or short on time. That's where onboarding tools like Workleap Onboarding can help. Ready-made templates help you cover the basics and schedule everything on a timeline in a clean, easy-to-navigate platform.
The role of a manager involves many responsibilities, one of them being to lead a team of employees. There are a lot of people management skills necessary for managers to hone, from having good communication to empathy to the ability to adapt.
The goal for new managers is to quickly familiarize themselves with their team and its members to put those management skills to good use. It's important to properly brief new managers on expectations, including existing team dynamics and issues. Such a brief can involve:
When planning an onboarding, involving other people can fall in either of two ways: delegate some of the onboarding tasks to a better-suited individual (such as having a software expert give a tutorial on a program) or reserving time for one-on-one meetings.
For the latter, avoid delaying opportunities for new managers to meet their colleagues, especially because they embody a liaison role for so many people. Introduction meetings planned in a new manager's onboarding should include:
A shared platform like Workleap Onboarding allows you to automatically assign activities to other colleagues and delegate parts of the planning to others. You can also schedule meetings between new managers and colleagues ahead of time directly through the app. This way, nobody forgets to meet for a proper one-on-one in those first, crucial weeks.
Being in a leadership position in the eyes of their team, managers are essentially representatives of the organization. Their knowledge, professionalism, and managerial actions reflect onto the company. Hence, new managers need to grasp and adopt the company culture and values and emulate that in their management style. New manager orientation should cover the following topics in-depth:
Know the difference:
Company culture (or corporate culture) refers to an organization's collective shared values and behaviors and its employees. This is important for all new employees to know about.
Company management culture refers to how those values and behaviors get translated through management and leadership actions. This is especially important for new managers to know about.
Because managers act as gatekeepers of company culture and policies, new managers should get familiarized with all procedures and guidelines. Thoroughness is key: provide them with comprehensive resources and reading materials, and ensure your new manager has a go-to HR contact in case of questions or concerns. Policies differ from company to company, but they could include:
All new employees need to understand the expectations attributed to their role to know how to do their job well. Expectations need to be clear and set on a timeline (i.e., monthly or quarterly milestones). For your new managers, this can pertain to:
New or senior, all managers should participate in regular management training—even if just for maintenance. In certain industries, this could be mandatory. It's essential to cultivate leadership abilities and ensure your new manager's training is up to date. Train managers on things like:
Regularly checking in with all new employees is a key element throughout the onboarding process (which usually lasts the entire first year of employment). Be it informal check-ins or more formal 30/60/90 day check-ins, new managers should regularly connect with:
📝 Plan for an effective 30-day check-in with your new manager with The 10 best questions to ask new hires after their first 30 days.
In a lot of ways, new managers are just like new employees. They are people, and they will onboard faster, be more loyal to their new company, and be more engaged if they have great onboarding. if they feel their onboarding plan has been personalized for them. Effective onboarding pays off: companies who invest in onboarding benefit from higher retention and productivity. There's your proof to get it right every time, and for everyone!
That said, a new manager's responsibilities are different. And, as new managers are, in effect, a representative of the organization for other employees, the importance of how well they absorb, retain, and apply knowledge through their onboarding holds much more weight.
Softstart: Your new onboarding secret weapon
A tool like Workleap Onboarding will help you plan, involve others and measure the progress of your new manager's onboarding experience faster, better, and simpler. Try it for free today and discover a library of templates ready for you to customize and use.
Employees are an investment: the efforts around recruiting, interviewing, and the hiring process, training sessions, and onboarding are costly and time-consuming. It's crucial to ensure this investment has been worthwhile—that's why checking in with new employees is key.
How soon should managers check-in when new hires are still getting a lay of the land? It's better not wait too long to make sure they're settling in comfortably to their new role. Now is your opportunity to solve any potential issues early on rather than leave them unaddressed. Enter: the first 30-day review.
A 30-day review is a performance review between a manager and a new hire to assess if the employee's performance after their first 30 days in their new role is satisfactory. This evaluation review is a great way to gain insight into what's going well and identify what needs improvement. It's also an opportunity to gauge how new employees feel about their new job.
These meetings help managers support new hires in their role and set the groundwork to build long-term employee engagement.
One of the best ways managers can approach these sessions with new employees is by asking questions during their one-on-one. Asking questions is an effective strategy for leading the conversation, while giving the other person the space to talk. That's why we've rounded up the best questions managers can ask their new hires after 30 days on the job.
Asking a basic open-ended question before getting into the meat of the review can make the experience feel a lot more human, and can help the new employee feel more at ease. It can be tempting to dive straight into discussing performance and quotas, but it's important to remember that employees are humans first.
96% of employees feel it's important for employers to show empathy, yet an astonishing 92% feel this is undervalued in the workplace.
Businessolver
Start the conversation the right way: on a positive note. Asking the new employee about what's going well will set the tone for the rest of the meeting. Initiating a dialogue about positives reinforces engagement and commitment for the rest of the review session. This is also an opportunity for managers to gain more insight as to what the new employee has been working on, so they have stuff to refer to in the rest of the meeting.
It's normal for new employees to not have a full and detailed picture of the reality of their new role before they actually start it. Managing expectations is a big part of the hiring, training, and onboarding process. Checking in on how the reality lines up makes sure questions or concerns can be cleared up early on. And this makes new hires feel supported, not misguided by false expectations.
Asking about challenges a new employee is facing gives managers the opportunity to identify issues and help correct them. This discussion should be productive—it's less about focusing on what the employee is doing wrong, and more about finding opportunities to improve, support, or redirect their efforts. Constructive criticism and making negative feedback applicable to the future is key.
The goal here is to ensure the new employee feels like a real part of the organization. If they don't understand how they fit into the company ecosystem, they'll have a hard time understanding (and appreciating) their own value. Onboarding is a critical time for building employee engagement and subsequent performance later down the road, and a clear role in the bigger picture supports that.
New employees greatly rely on their team members to show them the ropes. It's important that they feel welcomed, supported, and that they're bringing value. Plus, strong workplace relationships impact everything from collaboration to team dynamics and achieving collective goals.
It's important to compare your assessment of a new employee with their own self-assessment. Maybe they're not focusing on the right things, or maybe they're too harsh on themselves. Try to get them to go into detail about this topic to better understand their mindset and how they understand their role and goals. This question is an opportunity to provide feedback in the right places.
An onboarding plan usually includes a 30-day, 60-day, and 90-day review. Once you've established what to keep doing and what to improve, it's important to align on where the new employee goes from here. Together, set some new goals for them to focus on and ensure they are equipped to achieve them. Showing employees that they'll have a clear path forward from the time of their onboarding supports their long-term retention.
In 2021, no company can bypass providing a healthy professional environment and work-life balance for employees. And there's something to gain from it: workplace flexibility boosts productivity and employee morale, leading to stronger outcomes and company success. If new employees feel like they don't have that, something's wrong and it needs to be addressed ASAP.
It's important to give a platform for your new employees to express themselves, too. After all, every one-on-one conversation with your team members should be a two-way dialogue. There might be things they want to bring up or questions they want to ask, but they haven't found the right opportunity yet. Your goal here is to listen.
1-on-1 meetings allow for an honest conversation
Some employees might be shy, or simply not sure how to bring up a subject in front of others out of fear of being judged. One-on-one meeting sessions like 30-day reviews provide a safe, private space to exchange feedback, ask questions, raise concerns, and touch base.
Establishing strong employee engagement occurs throughout a new employee's onboarding journey—and a 30-day review is a crucial part of that. Consistent touch bases during the onboarding experience ensure better employee satisfaction in the long run.
Now that you're equipped with the right questions to have an effective 30-day review session, plan it and book it in the calendar with Workleap Onboarding, a complete employee onboarding software.
What's in this article
Lexop is a financial technology company that helps organizations automate and scale their collections operations, significantly improving their self-cure rates and cash flow. Our technology streamlines the entire process, making it more efficient and cost-effective to recover outstanding funds than traditional methods. In 2023, Lexop was recognized by G2 as the #1 collections software in terms of effectiveness. Click here for a short explanatory video.
Some stats about Lexop in 18 months:
At Lexop we rely on a smooth onboarding process that allows new employees to understand our mission and values from the get-go. Workleap Onboarding has enabled my department to deliver a structured and efficient introduction to our company, thanks to personalized templates, calendar reminders to stakeholders, embedded content in tasks, and much more. New hires are then able to dive into their role feeling confident, supported, and welcomed by their team. We are looking forward to our continued use of Workleap Onboarding as we grow, contributing to the overall success of our company. Enya Leger, People Ops Coordinator at Lexop
At Lexop we rely on a smooth onboarding process that allows new employees to understand our mission and values from the get-go. Workleap Onboarding has enabled my department to deliver a structured and efficient introduction to our company, thanks to personalized templates, calendar reminders to stakeholders, embedded content in tasks, and much more. New hires are then able to dive into their role feeling confident, supported, and welcomed by their team. We are looking forward to our continued use of Workleap Onboarding as we grow, contributing to the overall success of our company.
The challenge
In the bustling world of fintech startups, Lexop found itself grappling with a common yet critical challenge - onboarding. As the company grew, the process of integrating new hires into the team became increasingly complex. The People Department and management were spending valuable time coordinating with hiring managers and personalizing onboarding experiences, especially for remote hires. The result? A drain on resources and a very manual onboarding experience for new employees.
The objective
Lexop knew they needed a change. They aimed to automate their onboarding process, create consistent onboarding plans, and empower new hires to be independent from day one. They wanted a solution that would not only streamline their process but also serve as a central reference point for new employees. Enter Workleap Onboarding.
The struggle with onboarding periods is that "the show must go on". In other words, as a manager, you have to continue your day-to-day tasks while spending time onboarding a new Lexoper. It can be overwhelming. However, Workleap Onboarding enables you to juggle your duties in a more organized and graceful fashion. Amir Tajkarimi, CEO at Lexop
The struggle with onboarding periods is that "the show must go on". In other words, as a manager, you have to continue your day-to-day tasks while spending time onboarding a new Lexoper. It can be overwhelming. However, Workleap Onboarding enables you to juggle your duties in a more organized and graceful fashion.
The solution
Workleap Onboarding's onboarding platform offered Lexop the tools they needed to transform their onboarding process. With features like onboarding templates, pulse surveys, video requests, and reminders, Workleap Onboarding allowed Lexop to create a detailed and personalized onboarding experience for each new hire. The platform also provided a way for Lexop to track the onboarding progress in real-time and set up a buddy system for new employees.One unique aspect of Lexop's onboarding process is the personal touch added by their CEO, Amir Tajkarimi. For every newcomer, Amir uploads a video explaining the history of the company. After this he will book a time with the new employee to pitch Lexop to them (as if to an investor) and take time to answer any questions. This has been particularly beneficial for remote employees, allowing them to experience Lexop's culture even if they are not physically in the office.
Starting a new role with a new company is always nerve-racking, no matter what level of position you're in. Even the most organized of people might feel as though they're missing something. Workleap Onboarding allowed me to ease into my new role by providing guidance on what steps I needed to take to complete my training and would provide me with reminders when I needed them most. Jordan Greenberg, Senior Account Executive at Lexop
Starting a new role with a new company is always nerve-racking, no matter what level of position you're in. Even the most organized of people might feel as though they're missing something. Workleap Onboarding allowed me to ease into my new role by providing guidance on what steps I needed to take to complete my training and would provide me with reminders when I needed them most.
The impact
The implementation of Workleap Onboarding led to a significant improvement in Lexop's onboarding process. The platform allowed the People Department to automate many of their tasks, freeing up time for other important projects. New employees were able to ramp up their learning much faster, reducing the number of questions they had and allowing them to understand the company's tools, policies, and structure independently.
I am really glad that Lexop used Workleap Onboarding as an onboarding tool. It made my life a lot easier 😄 Sukritha SK, QA Specialist at Lexop
I am really glad that Lexop used Workleap Onboarding as an onboarding tool. It made my life a lot easier 😄
The results
Lexop's onboarding satisfaction soared from a modest 72% to an exceptional 98% upon the integration of Workleap Onboarding. In a brief span of 18 months, they tripled the size of their team, seamlessly welcoming 37 new members into their company with zero turnover, all thanks to Workleap Onboarding. But Workleap Onboarding's influence didn't stop at onboarding; it also ignited a spark in employee connections and engagement. New hires now seamlessly blend into the company culture, building meaningful relationships with managers and colleagues, and gaining a holistic understanding of the company’s structure.
Lexop's onboarding satisfaction soared from a modest 72% to an exceptional 98% upon the integration of Workleap Onboarding
The future
Scaling with Workleap Onboarding
As Lexop continues to grow, they are excited to continue utilizing Workleap Onboarding to simplify their onboarding process. The platform's abilityto collect feedback from new employees is crucial for Lexop to continuously improve their process. With Workleap Onboarding, Lexop is confident in their ability to deliver a clear and collaborative onboarding experience, no matter how many new hires they onboard.
Conclusion
Workleap Onboarding has not only improved Lexop's onboarding process but also enhanced the overall employee experience. New hires now have a clear understanding of their role and the company from day one, leading to increased employee satisfaction and retention. With Workleap Onboarding, Lexop has transformed the onboarding process from a daunting task into a smooth and enjoyable journey for everyone involved, all while maintaining a personal touch in a digital age.
Workleap Onboarding took away the mayhem and the endless back-and-forth that is inevitable in new employee onboardings. On one hand, it allows the management team to fully prepare before the arrival of a new employee with a warm, structured, and intuitive onboarding experience. On the other hand, it allows the new employee to understand what is expected of them during the first weeks - making the initial period more comfortable and less stressful. Amir Tajkarimi, CEO at Lexop
Workleap Onboarding took away the mayhem and the endless back-and-forth that is inevitable in new employee onboardings. On one hand, it allows the management team to fully prepare before the arrival of a new employee with a warm, structured, and intuitive onboarding experience. On the other hand, it allows the new employee to understand what is expected of them during the first weeks - making the initial period more comfortable and less stressful.
Employee onboarding is more than just paperwork. It's about integrating fresh talent into your organization, providing them with a seamless transition, and setting the stage for their success. A smooth onboarding process reduces new hire turnover, boosts engagement, and enhances overall job satisfaction. We understand the pivotal role onboarding plays in your company's success, and that's why we are thrilled to introduce our latest feature: the world’s first “AI Onboarding Wizard”. With a simple drag-and-drop feature, Workleap’s AI Onboarding Wizard now gives you the ability to transform your old PDF, Word, or Excel onboarding documents into beautiful and engaging digital onboarding experiences.
Traditional onboarding processes often involve a mountain of paperwork, endless forms, and hours of manual data entry. Not anymore. Workleap Onboarding's innovative new feature leverages the power of AI to simplify and streamline your onboarding process like never before.
Here's how it works:
Our AI Onboarding Wizard effortlessly converts your old onboarding materials into a beautifully designed, interactive journey that captures your company's culture and values.
This innovative approach not only saves you time but also ensures a memorable and engaging onboarding experience for your new employees.
Plus, it’s perfectly suited for the new remote and hybrid-first reality of work where you need to onboard multiple people in different locations with one cohesive and comprehensive experience.
First impressions matter. It’s time to modernize your onboarding experience to bring it to the level your new hires expect and love. Plus, we believe making things more delightful shouldn’t be a burden for HR teams. Our AI Onboarding Wizard enables you to enhance your onboarding plans with just one click. Say goodbye to the hassle of manual data entry and hello to the future of onboarding with Workleap.
Whether we’re shopping for a pair of shoes or looking for a new restaurant to try, chances are we’ll want to read some reviews and see what others have to say about the product or experience first. This kind of feedback can either do wonders for reputation, or point out issues where there’s room for improvement.
The same goes for employers. Why would someone want to work for your company? What are others saying about it? Do employees feel seen and heard? Are there opportunities for career growth? And the list goes on. When the employee experience is a positive one, you get retention, much like a store or restaurant gets repeat business and customer loyalty.
But staying engaged doesn’t happen on its own. It stems from a continuous communication loop, checking in, gathering feedback, and acting on it to ensure employees feel happy, valued, and motivated at work. From the moment an employee is onboarded, until the moment they leave the company, it’s important to collect valuable feedback at every step of their employment journey.
With only 32% of U.S. employees feeling engaged at work in 2022, it clearly shows a gap in communication and expectations between employees and their managers. If they don’t have the opportunity to express their needs and gripes, how can there be positive, effective change?
Granted, gathering employee feedback can be challenging as HR and managers of course want to implement best practices, but don't always know where to start. But once you find a strategy that includes the kind of questions to ask, the frequency at which to ask them, and what to do with the answers, you’ll be well on your way to having employees who feel more engaged.
And this process should start at the very beginning of their employment journey, during the onboarding period. Read on to learn how to collect feedback, ask useful questions, create a more positive employee experience, and learn what to do with the feedback in order to improve the onboarding process!
They say that you never get a second chance to make a first impression. That’s why the onboarding process really sets the tone for the kind of culture and environment an employee can expect to be a part of, especially since only 12% of employees say their company does a good job of onboarding, according to Gallup, meaning there are plenty of opportunities for improvement.
At the foundation, it starts with creating an environment that fosters feedback. This means:
Gone are the days of annual performance reviews only. It's all about the monthly and weekly check-ins, as well as frequent informal conversations that make gathering feedback feel more natural. Incorporate systematic feedback tools to make this process even more well-rounded.
💡Tip: In Softstart, you can automatically set-up weekly or monthly check-ins to collect feedback in 1-1, but also automate it by collecting feedback on each onboarding activity or with pre-built surveys. And... it's free!
If you want to receive meaningful feedback, you have to allow employees to feel comfortable giving it. Make it a safe space, free of judgment, and you'll build trust and get more honest feedback (trust us!)
It's all about giving credit where credit is due. If someone is doing great work, tell them. Celebrate the little wins as well as the big, and your employees will feel more valued and motivated to do good work.
A great way to integrate new hires into the team and give them a feel for the kind of feedback culture your company has is to have group discussions. It not only normalizes manager-employee feedback and peer-to-peer feedback, but it also helps strengthen bonds within the team.
Providing feedback in the moment is especially helpful for new hires. Any extra guidance while settling into their position helps set them on course for success. Following up lets managers build authentic connections with them (and everyone!) by showing your team that you value their feedback.
Without a map, you’re bound to get lost. When people are clear on what they are supposed to be doing, they’re better equipped to do it well. This is especially true during onboarding to ensure that new hires are aligned and clear on their role as an individual, and on their team.
Want great feedback? Ask great questionsWhen it comes to asking for employee feedback, it’s best to try and gather qualitative feedback. More in-depth answers give employers better insights into what’s working well, and what’s not. This kind of feedback is crucial for fine-tuning the onboarding process and ensuring employees are happy in the long run. Open-ended questions are a great way to gather this kind of valuable feedback. Here are some examples that you can integrate into your onboarding strategy:
💡Tip: If you want to get the most feedback and useful information, ask open-ended questions that will require a detailed answer. When it's possible, try to avoid the questions that could be answered by simply yes or no.
Leveraging answers to questions like these serves to guide you in improving the onboarding process, making the employee experience even better, and highlighting any missed opportunities to get employees off on the right foot and stay aligned.
For example, if the employee shares that the role is different than they expected, then you know that you need to improve communication and clarify expectations during the onboarding process. If they say they need more support or different tools, it enables you to ensure all future (and current) employees are properly equipped with what they need to do their job the best they can.
In the end, alignment comes from having clear expectations and goals, so onboarding is the perfect time to introduce both personal and team goals that will provide newcomers with a clear path to follow.
Workleap Onboarding can help you come out of the gate prepared for smooth onboarding, and help newcomers understand the company, experience the culture, train for their new role, find documents, install their tools, meet their teammates, and pretty much anything else that helps make the process easier. And it’s customizable to your company’s specific needs. Now we might be biased, but we think that’s worth a 5-star rating!
Developers are an important part of many companies. In fact, the role of “developer” is so important that it’s projected to grow at a rate of around 25% per year in the United States. This is much faster than most other roles, even by tech standards.
As you’re probably aware if you’re reading this, developers (or devs if you’re cool) are responsible for designing applications, programs, websites, and more. In some cases, they also perform quality assurance tests. Ask any developer and they’ll tell you they spend a lot of time fixing bugs and snags, whether it’s their own or their colleague’s.
Aside from their technical knowledge, developers also must possess a keen understanding of a company’s goals and mission. Unfortunately, as their work tends to be highly independent, developers are often left out of company-wide information sessions and decisions. A great onboarding process can change that. Let's take a look at some tips and tricks that will help you onboard your next developer with ease. Read ‘till the end to find Workleap Onboarding's new developer onboarding template.
When you give your developer a proper onboarding experience, you send them the message — from day one — that they’re an important part of the team. This is not only good news for hiring managers, who likely put a lot of time and effort into hiring a dev and fear an increase in turnover rate. It’s also good news for your new developer, who deserves to feel integrated and to understand how they can make an impact. And, like anyone else, they deserve to enjoy their job!
What do we mean, exactly, when we speak of a “good” onboarding experience? We’re glad you asked.
The process of starting a new job involves a steep learning curve. This is true not only for entry-level employees but also for field experts. The reasons for this are simple — every company does things differently, and no two team dynamics are the same.
Therefore, an onboarding process is inevitable, and will happen whether or not you prepare for it. The difference is that an unplanned onboarding session will by its very nature be disorganized and, in turn, disorienting. A planned onboarding session, on the other hand, can leave your new hire with a strong sense of psychological safety and a high degree of confidence.
Not only does it make sense on paper, but there’s also science to back this up. This study from the University of California, Berkeley and Microsoft showed a direct correlation between an employee onboarding experience and job satisfaction, productivity, and even long-term outcomes.
Preboarding is the period between the date that the new employee signs a job offer and their first day of the job.You might be thinking of this as a time to prepare for your new team member’s arrival. You’re half right. While there are many things that you can do to help pair for their arrival that don’t involve the newcomer, there are also some ways that you should engage with your new hire before their start date.
If planning out an entire onboarding process seems like a big task, fear not. It’s a lot easier if you break it down into three categories:
And now is where the fun begins. Pop quiz: how long should an onboarding process last? The surprising answer is not one week or even two weeks. It’s actually probably more like three months, and can even last longer than that.
You can use this time wisely by doing the following for your new developer:
Bring on the tech: developing is a highly technical job. Set your new team member up for success by sharing your coding standards, developer best practices, your CI/CD pipeline, your system architecture. Make sure your developer also sets up an IDE.
As a highly technical role, training is an important part of the developer job. Some of the first training sessions that you’ll likely put a developer through include:
On board with what you’ve read so far? If it still seems a bit too theoretical, let us help you envision a great onboarding experience with these new developer onboarding examples. Seeing one or more of these in your onboarding plans is a surefire sign that you’re doing something right.
Onboarding a new team member is hard. You don’t have to do it alone. Have a look at Workleap's tried-and-true new developer onboarding template and new developer onboarding checklist to help you on your way.
If you’ve been tasked with developing an onboarding process, it’s hard to know where to begin. Fortunately, you don’t have to start with a blank page (or worse, a blank spreadsheet).
Below, you’ll find a collection of onboarding templates that meet the specific needs of several different roles and employee contexts. To make sure that these template, we’ve gathered information from employees, employers, and market studies. Remember—a great onboarding experience can improve new hire retention rates by 50%.
We’re excited to share our onboarding templates and checklists with you in one easy-to-access place so that you can mix and match the best templates for your particular organization!
If you’re hiring for a general position or for a position that’s hard to define, you can still benefit from checklists and templates. In fact, you might benefit from a preset framework even more because it can help you narrow down your new hire onboarding tasks to only include the most important things that they need to do their position.This highly-customizable new hire template allows you to choose from more than 53 recommended activities that apply to most new hires, including sessions that explore their job objectives and responsibilities and the company’s overall goals.
Hiring at the manager level requires the knowledge transfer of big-picture, high-stake company information. It can feel very overwhelming for both onboarder and onboardee and it’s hard to know which info is pertinent at what time.Workleap's manager onboarding template allows hiring managers to collaborate with other team members who hold the important key to your manager’s success (like IT teams, other managers, and even entry-level employees). It enables you to have a healthy mixture of team-building exercises and metric briefing so that your manager comes out of their onboarding experience with a knowledge of what’s important to the company and the impact they can make.
Considering that executive positions are very senior-level, there is a common misconception that new executives don’t require an onboarding period. The exact opposite is true. Although executives aren’t new to their industry, they’re new to your company and must be given a proper introduction to their new role.
Workleap Onboarding's executive template comes perfectly-packed with high-level sessions including those that dive deep into your business ambitions and strategy as well as important initiatives. It also adds important people elements, allocating time for your new executive to meet other key employees and socialize with their coworkers.
Developers are what (literally) helps a business run, whether it’s a software business, product business, or something entirely different. Although developers often work independently, it’s still important that they’re onboarded as part of the team.
Onboarding's developer template offers a variety of onboarding ideas that balances the need for highly-technical training sessions with team-building events that focus on nourishing soft skills and providing an introduction to the company.
Your sales team is the face of your business, so it’s extra important that they understand all of its ins and outs. And while a lot of their skills will be learned on the go, it’s still very important for a sales team to be equipped with a complete customer profile before they embark on their day-to-day tasks.
Our sales onboarding template includes unique cards that you won’t find in other onboarding templates, including a task to listen to recorded sales calls and a task for diving deep into your ideal customer profile—two sessions that are sure to empower any new hire.
Designers are a creative bunch, and you can help them flourish within their role by giving them a strong foundation to work off of. The designer onboarding template from Workleap Onboarding features, among other things, a complete overview of your org’s design system and even comes with an opportunity for your new designer to shadow an existing employee.
Other unique cards include a deep dive into the roles of each designer’s teammates and a special focus on the role that feedback plays in your org. By the end of the onboarding period, your design will feel confident to let their creative visions out.
Marketing roles can vary quite a bit in their day-to-day tasks and area of responsibility. One thing is for certain, though—in order to succeed at their job, marketing professionals need to have the full inside scoop on how their business works and how they can create marketing campaigns that align with company goals.Give your marketing hires a great start with our marketing onboarding template, where sessions include an overview of your Go-To-Market playbook and a bird’s eye view of your competitor landscape.
If you think that finance roles are just about the numbers, think again. Your finance team needs to be just as well-integrated as everyone else. You can immerse them in your company’s landscape with Workleap's finance onboarding template which includes tasks to teach how you track business expenses and how to show your new hire how your company performs financial forecasting.
Have you ever heard the phrase “help me help you”? In order to provide the support that they were hired to do, team support members need a proper onboarding that shows them team objectives and customer service tools. You’ll get this and then some in the Onboarding support agent template.
Recruiters are the company cheerleader, so it’s extra important that they know that they have to be excited about. This template provides you with a great framework for showing new HR hires how you track applicants and what you look for in your ideal candidates.
It may seem strange to onboard somebody so that they know how to onboard, but going about it any other way would be like selling a car that you’ve never driven. Set your new hire up in the driver seat so that they can hit the road at full speed.
Sourcing the right template is not the only step that goes into building a fantastic onboarding experience, but it’s one of the most important ones. Check out our complete template library to select the ones that are most relevant to your organization and start crafting a wonderful first impression.
Starting a new job is never easy, but there are things employers can do to make or break an experience. And when we say “things”, we’re not talking about providing free cupcakes to all of your new hires.
Not only does the reality of remote work make the delivery of treats logistically difficult, but as hiring becomes more competitive job-seekers have less of an appetite (pun intended) for symbolic gestures. Instead, they’re looking for an authentic, welcoming experience that not only prepares them for their next career step but offers full integration into a new company—an experience that is inherently intimidating.
If you’ve landed here because you’re looking to improve your onboarding experience, then welcome. You’ve come to the right place. Sadly, we don’t have any cupcakes to offer you. But we do have something even better—a new hire onboarding template (you can find it here).
Onboarding sets the tone for new employees. It determines how likely they are to have a successful experience within your organization, including how long they plan to stick around.
Did you know? Research shows that organizations with a great onboarding process improve employee retention by a whopping 82%.
As an HR who was once a new hire yourself, you know firsthand how important of a role you play in creating a positive and effective journey from day one.
Think back to the last time that you started a new job. Chances are that you left each work day feeling exhausted and overstimulated, overwhelmed by the new faces that you’ve yet to memorize and willing to let your brain turn into a sponge if it only meant you could soak up information faster.
Fortunately for us, there’s no need for our brains to give up their soft tissue state. Like so much in the world of business ops, your onboarding process is really what you make it. There is nothing that says that it has to be boring, repetitive, and confusing. You too can join the ranks of people-focused companies that are choosing to demystify the most important week (or weeks) in every new hire’s employment journey.
If you were to wrangle every great onboarding experience and put them in a room together, you’d notice that they all:
There are also certain components that go into determining the difference between a good and a great onboarding experience, namely:
The time between an employee accepting a job offer and having their first day on their job is a great opportunity to give a warm first impression by sending welcome emails and letting them know what to expect during the onboarding process.It may be tempting to “protect” your new hire(s) by limiting them to introductions within their own department. But prolonging the inevitable intros will just lead to silo’ing. Employee onboarding is a team effort, from the IT department working hard at comparing computers and setting up software log-ins to team members to office managers (or community managers) noting dietary restrictions. It’s best to fully integrate your new team member from the get-go by giving them an overview of who’s who across the board.
You know the drill—onboarding acquaints your new hire with your team and company (and vice versa).While the nitty gritty takes place during the fast few weeks, it may surprise you that onboarding doesn’t actually take a matter of weeks or even months. It takes years for an employee to fulfill their potential, which makes a solid foundation so important.
Onboarding and training often overlap, but they’re not the same thing. While onboarding is about introducing employees to the team (including people and processes), training is more detailed and focuses on how to succeed at the technical aspects of a job.
Sold on the idea of a successful onboarding experience and wondering who you can emulate? We’ve already compiled a selection of new employee onboarding examples that we think really hit the mark. Here are some takeaways that all of these examples share:
The onboarding process is not going to look the same at all companies. Part of this is because every company is going to have a different budget, approach, and culture. The other part is that you don’t want your onboarding process to look like every other company. You’ll want to take the best practices into consideration and add your own unique touch.
Getting started is exactly what the Workleap Onboarding platform and its templates enable you to do. Let’s take a comprehensive look at how to use our new hire onboarding template.
When you work with Workleap Onboarding, there’s no need to learn a whole new software. If you know how to drag and drop, you know how to use our system including our new hire onboarding template.
Our proprietary platform makes it easy to drag and drop onboarding activities on a calendar view that’s viewable by both the onboarding manager and new employee. Embarking on a hiring spree? We make it easy to onboard employees in groups with bulk actions. Customize each activity for every newcomer.
Speaking of newcomers, the onboarding template makes new employee introductions seamless. Through this portal, you can also set up a new employee onboarding checklist for your latest hire(s). This helps you both keep track of which i’s have been dotted and which t’s have been crossed.
Unlike less sophisticated onboarding options that require you to manually set up calendar events, Workleap Onboarding lets you sync to Outlook and Google calendars directly from the platform. A total relief for remote companies working across multiple timezones. Never schedule an intro meeting while your coworkers in London or Rio are sleeping ever again!
We know you have a million and one things on your mind. Keep track of your new hire’s progress with a quick glance by tracking their progress on Onboarding. Plus, you can organize all of your resources in one place, so you don’t have to firehose your new hires with different links and platforms.
When incorporating a new platform, some companies worry about losing their unique branding. With Workleap Onboarding, you can customize each template so that it looks like it’s coming from you—what better way to get your new hires comfortable with your company’s overall image?
We’ve said it before and we’ll say it again—50% of HR leaders still use an Excel or Word document for their onboarding processes. Or worse, they use multiple programs, which turns the onboarding process into one great big game of telephone where there is no winner.
If we were to eliminate employee onboarding, there would be chaos. Onboarding doesn’t discard the concept—we just make it work for you. Ready to see for yourself?
It’s not easy to find the right executives for your company.
Hiring of any kind is an expensive, lengthy, and frankly exhausting endeavour. But sometimes it seems like the higher up the position you’re hiring for, the higher your experience will fall on the difficulty ladder. When you hire a company executive, you’re looking for somebody who not only has the right skills and experience but who can make a lasting impression on the company for (hopefully) years to come.
When you find your superstar executive, you’re going to want to hold on to them for dear life. The best way to start them off on the right foot is to offer a remarkable onboarding experience. Read on to learn more about how to onboard an executive with ease (psst: you can even find an executive onboarding template at the bottom of this article).
When an executive joins the company, they’re coming with a significant amount of industry experience and their own thoughts and beliefs on the best way to run a company.
Of course, this could be said of any employee at any level. But an executive role comes with a certain expectation of leadership that can be hard to accomplish without a proper onboarding.
This difference can lead some employers to gloss over the onboarding process for executives or skip over it completely. Their reasoning could be something like:
Of course, these assumptions are false, and can harm both employee experiences and business operations. Remember that a good onboarding experience was found to improve employee retention by up to 82%.
The other benefits of onboarding at the executive level include:
Business studies have shown that the need for onboarding is not eliminated when somebody is at the executive level. If anything, it is intensified, since it is integral that an executive be fully aligned with the overall company culture.
A proper onboarding isn’t an experience that only a certain type of employee needs. It’s an employee that all human beings starting a new job needs.
If you think that employee onboarding starts on their hire date, think again! The preboarding stage, which takes place in the few weeks leading up to a new hire’s start date, is just as important—if not more.
If done well, it beautifully sets the tone for a successful career at your organization. If done poorly, it has the power to leave your new hire wondering if they made the right decision by accepting their new role.You can make a great preboarding experience for your executives by:
Fun fact—the onboarding period lasts longer than most people think it does. The executive onboarding process in particular is more intense than other onboarding set-ups. It definitely won’t be done in a day. In fact, it’s important for the onboarding period to last for months. Why? There’s a lot of people to meet, teams to understand, scopes to…scope out, and priorities to identify. Here are some things you can expect to go over during your executive’s first week of onboarding:
Training isn’t just for entry-level positions. Executive training includes things like:
Maybe the executive onboarding checklist above makes sense on the surface, but you’re having trouble visualizing it. Here are some great onboarding executive examples. If you see any of them in your onboarding process, then chances are that you’re doing a great job!
Onboarding an executive takes work but is worth it. Try out our executive onboarding template and see the difference an intentional approach to onboarding makes.
Hiring a new manager comes with its own set of challenges. However, there are also a lot of ways that hiring a manager is similar to hiring an entry or mid-level employee. The main thing that they have in common is that they’re both hard to do!
The onboarding of a new employee sets the tone for the next step in their career and has a fundamental impact on the success of your company in the near-future. This is a lot of pressure, and you shouldn’t have to do it alone. Fortunately, the hard task of onboarding becomes much less stressful with the help of a new manager onboarding template.
Before we get to that, though, let’s look at some of the tried-and-true best practices that can show us how to onboard a manager.
It’s common knowledge that new employees need onboarding. But sometimes, when employees are hired at a managerial level, there’s an assumption that they know how to do their jobs and don’t need to be onboarded in the same way an entry-level employee would be. Unfortunately, this pervasive attitude couldn’t be further from the truth.
Expecting our managers to know everything from day one not only puts unfair expectations on them but also doesn’t allow time for the rest of your team to adjust to their new colleague. Here are some other reasons why the onboarding process is just as important for those stepping into a middle or senior management position:
If you wanted to do an experiment to see how quickly you can get an employee to quit, put them under the guise of a bad manager. Okay, so you probably wouldn’t want to do this experiment, but just humour us for a moment and imagine you would.
There are few — if any — components of a job that have the same impact as the influence of a manager. Have a competent and kind manager team, and you’ll see team morale soar. Employ a set of micromanaging, over-critical bosses, and chances are that you’ll see your turnover rate skyrocket.
None of us enter the world as infants who are “natural managers”. Although some innate soft skills lend themselves well to management — like empathy or active listening — there are many skills that must be taught. If you don’t offer your new manager an onboarding experience that sets them up for success, prepare to see a wave of negativity ripple through your organization.
Although managers are taking on a senior position in your company, they still need the onboarding period to learn the company values. An onboarding period also gives them a chance to determine the best way that their management style will fit in with the overall organization.
It’s hard to hire for manager-level positions. In fact, it’s hard to hire in general, and the pandemic has only made it harder. According to a study released by Goldman Sachs, 87% of surveyed small businesses said that it’s difficult to find qualified candidates to hire. What’s more is a staggering 97% said that this struggle in hiring impacts their bottom line. With this much on the line, hiring managers and their companies are looking for ways to keep quality talent once they find it. When you consider that businesses with a standardized onboarding approach have a 50% higher retention rate, pouring time into onboarding is a no-brainer.
An onboarding experience is important even if you’re promoting from within. Although this internal employee would be familiar with your company’s operations, the new job is still an adjustment. An onboarding process will give them time to learn about their new role and give them a “buffer” between the two roles so it doesn’t feel like they’re being thrown from one role to another.
Your exact new manager onboarding checklist will look different depending on the needs of your organization. But every experience should have the following components:
So you’ve found the perfect new manager to join your tight-knit team. Everyone is anxiously awaiting their arrival. There is nothing to do but anticipate, right?Not quite. The time between the moment you make a hire and their first day is actually a very important part of the overall onboarding process. It’s called “pre-boarding”, and it’s the best time to set a positive first impression for your new hire.
The pre-onboarding period is a great time to provide your new hire with the basics that they need to know before they get started. Here are some ways that you can give your new hire a pleasant pre-boarding experience:
As an HR professional, this is your time to shine. While you might only use the first week for introductory tasks, it’s important to remember that the average onboarding process actually takes a few months (and it takes at least a year for an employee to realize their full potential)!The best onboarding experiences include:
Contrary to popular belief, onboarding and training are not interchangeable. Training includes things like:
Sometimes it’s better to show, not tell—here are some great new manager onboarding examples.
A social aspect is an important part of any onboarding, and remote work is no exception. There are plenty of fun team games you could make use of during this remote onboarding session — skibbl.io is a popular drawing game that leads to lots of laughs.
SoftStart’s new manager onboarding template was created by actual managers and HR experts. It’s fully-customizable, so feel free to use it as a starting point and build off of it so that it best serves you and your team. This particular template is designed with the manager’s experience in mind—a demographic often left out of the onboarding discourse.
What’s in this article
In a recent webinar by Workleap, Chief People Officer Kahina Ouerdane dissects the important conversation all professionals — from business leaders to employees — are having at the moment: Onboarding remains an integral part of the employee experience. The challenge is: how can we make it better?
Watch it here 👉 Webinar “If you think onboarding is just an HR thing, you’re doing it wrong!” with Kahina Ouerdane, Chief People Officer, Workleap
There has been an interesting shift in 2022: onboarding conversations are no longer reserved for HR professionals. As they say, it takes a village — and in the case of new hires — an entire team of managers, peers, and more, to onboard them adequately.
If you thought onboarding was just an HR thing, think again. Onboarding is everyone’s business. Here’s why.
Onboarding helps new employees integrate into their new roles and environment, and navigate your company culture — the better the onboarding, the faster the feeling of belonging. And belongingness snowballs into a multitude of positive effects — increasing productivity, motivation, retention, and engagement — all of which are important to any well-functioning company. This is especially important to consider in today’s current climate of modern workplace adaptations and distributed workforces.
Employees who feel a sense of belonging in their workplace demonstrate higher engagement rates. And higher engagement means higher productivity and lower absenteeism — which can also mean up to 21% higher profitability.
Because onboarding is such an integral part of the employee experience for new employees, there are many opportunities to pepper in your company culture — your corporate values, beliefs, and systems — within onboarding activities. After all, you want to make sure new hires get a feel of what your company and teams stand for from the get-go and set them up for success early on.
How can you leverage the onboarding process to showcase your culture? You could do so by providing resources that expand on your company’s inclusivity and diversity commitments or by scheduling weekly 1-on-1s to demonstrate the value of communication.
Corporate culture plays a big role in retaining employees and in attracting new talent — 47% of people consider culture as an important company attribute when looking for a new job. It is important to communicate your company culture from the inside out accurately and effectively.
More than ever before, creating a sense of belonging is a challenge. In an era where remote and hybrid work is normalized, how do you ensure new employees feel like they belong with a group of people they have never met in person? How do you create cohesive experiences for everyone with employees displaced across different cities and time zones without the help of sharing the same office?
The need to create onboarding experiences that connect employees with each other, and ensure everyone is on the same page, no matter where they are, is now more critical than ever.
We’re not saying it’s easy, but belongingness through a digital lens is achievable — it requires creativity, care, and the openness to “re-learn” past processes and ways we interact. There may not be set-in-stone best practices yet, but the key is to create intentional and human moments throughout the onboarding process, and to be consistent.
The basics of great onboarding are pretty straightforward:
Planning ensures you know where you’re going, how you’re going to get there, and in what amount of time. You should include a clear structure with milestones and time-bound objectives in all your onboardings. This organization is helpful for both the one supervising the onboarding and the newcomer.
A comprehensive onboarding plan usually spans one year and includes the pre-boarding, first day, first month, and first year stages. There are onboarding activities specific to those periods, while others can be overarching throughout the entire plan.
💡 Check out our super useful templates with employee onboarding checklists that cover pre-boarding, first day, first month, and first year stages.
One great Onboarding features is a resource library, where you can quickly assemble everything in one place and share it with new employees.
With Workleap Onboarding’s video recording feature, everyone can create dynamic and engaging introduction messages or clips sharing something that is important to them, which is a neat way to meet and get to know new colleagues remotely.
We cannot stress the human component enough when we talk about great onboarding experiences. And the best way to humanize those is with face-to-face (or screen-to-screen) 1-on-1s that encourage communication, feedback, and relationship building.
Like a pancake, your first onboarding may be more laborious than the rest. However, the time you invest planning onboarding experiences for one employee is worth it as you won’t have to reinvent the wheel every time. You can turn any great onboarding plan into an onboarding template that can then be tweaked and personalized at need.
👀 Discover the top best practices to onboard a new employee like a pro.
By now, you’re probably up to speed on what onboarding is and why it’s so important. But what about team onboarding? How is team onboarding different from regular onboarding?
Team onboarding is the introduction of a new employee to their direct team and how they will work together. It is part of the broader onboarding of a new employee joining your company for the first time. Team onboarding can also happen with existing employees who are already well integrated into the company and are moving teams or departments, or returning from leave.
Our work experience is, more than ever, a proximity experience. Most of our interactions and collaborations happen within our direct circles — in a company environment, that usually means our immediate team. Naturally, employees create deeper connections with a smaller set of colleagues that work in proximity to them.
It is important not to underestimate the influence that team experiences have on new employees. They play an integral part in creating a sense of connection and belonging. That said, belongingness needs to happen not just at a team level but also at a company level. Hence why you need to be intentional about every team onboarding moment.
Proximity experiences — team onboarding experiences — should be leveraged to aid the big-picture of a new employee’s onboarding.
Is it possible for team onboarding activities to work hand-in-hand with the general onboarding of a new employee? Can team-specific activities still satisfy the objectives of onboarding from a wider lens? Absolutely.
Managers play an essential role throughout onboarding journeys in two ways. Firstly, they have leadership responsibilities — they bridge the gap between the employees and the company and represent your company’s culture. Secondly, they are part of the proximity experiences that heavily influence what new employees live through daily.
Managers are often the leading facilitators of onboarding activities, holding 1-on-1s and being first in line for help and support throughout the onboarding process, so they should be included at all onboarding stages — including the planning, implementation, and adjustments of onboarding experiences.
Today, we understand great onboarding experiences to be integrative, comprehensive, intentional, and (most of all) human. And for that to happen — all hands on deck are needed: HR managers, team leaders, team members, indirect peers, and more.
The return on investment of thoughtful and comprehensive onboarding strategies benefits every aspect of company activities, from recruitment to performance. This can be measured in both tangible and intangible ways.
Employees who experience effective onboarding are 30x more likely to report job satisfaction
Read more:
The differences between good versus bad onboarding can be obvious — some less so. So what makes an onboarding experience a bad one? What are the hallmarks of a good one? And what are the potential risks, like turnover rates, and their costs, if onboarding isn’t improved?
Onboarding should constantly evolve to meet the ever-changing needs of employees. Aiming for perfection from the get-go is unrealistic. That said, there are ways you can identify if your onboarding strategy is meeting today’s standards or if it’s missing the mark.
In the end, the real difference between good and bad onboarding is found in the numbers. Lower levels of employee morale and productivity, and missed revenue targets, point to lousy onboarding. Higher levels of employee engagement, performance, and cultural integration can be credited to good onboarding.
A bad onboarding process can be one that doesn’t include enough content, or it creates so much work that it takes away from core objectives. It could also be the case where onboarding experiences aren’t cohesive across different teams.
There are many possible ways onboarding can fall short. Here are tell-tale signs of bad onboarding:
There are two ways to ensure your onboarding experience meets expectations: avoiding the above and going the extra mile. The hallmarks of good onboarding include:
If onboarding a new employee has a cost, onboarding a new employee poorly has an even greater price. Let's break down some of these potential risks so you know what a proper onboarding process can prevent.
Onboarding has a major influence on retention.
A solid onboarding strategy and execution ensures employees stick around. By improving their onboarding process, organizations see improved new hire retention rates by 82% and productivity increases by 70%.
On the flip side, bad onboarding is thought to be one of the major causes of employee turnover. When they do not receive a structured onboarding, 41% of employees consider looking for another job — and 22% of employees actually do. That’s 63% of employees who factor in onboarding before committing to a role long term.
Remember that employee turnover costs are high -- up to 200% of an employee’s salary each time. Poor onboarding is a problem companies can’t afford to ignore.
Onboarding is widely understood as critical to the employee journey, yet 76% of HR managers believe onboarding is underutilized.
There could be many factors at play: companies have not invested enough to update their onboarding practices, are lacking the right tools to onboard efficiently, or are not involving the right people to do good onboarding justice.
57% of managers feel they lack the capacity to be more involved in onboarding, so a lack of time and resources is a common barrier to improving the process.
But managers aren’t the only ones concerned — employees have their say too. Only 12% of employees feel their employers do a good job onboarding new hires, meaning 88% of employees feel onboarding could be improved.
It is important to listen to everyone involved in onboarding (from HR to the hiring manager, immediate team members, and more). They are the ones that can provide the most valuable insights and who are most impacted by poor onboarding.
Like any good business housekeeping, you need to routinely check in with your managers and employees and analyze whether your onboarding approach is up to snuff. It is important look at every aspect of your onboarding: strategies, plans, templates, tools.
Some questions to ask yourself to help you establish whether your onboarding approach needs revisiting:
While personalization is important, and every onboarding deserves special attention, automation is also vital in making onboarding planning and execution efficient and productive. The last thing any company wants is to add more work than their teams can already manage.
Ask the people involved in onboarding — HR and managers — if they feel their current system creates more work for them. Good onboarding should be structured and strategic, not solely administrative.
Good onboarding tactics avoid creating more work than needed for managers, and efficient tools help streamline the planning and management process. Unfortunately, 69% of managers feel that onboarding is too time-consuming.
Ease of experience for new employees is also crucial. Is the plan provided easy to understand? Is the format user-friendly? Are the tools provided easy-to-use, intuitive, and engaging? Do they help the employees access the right resources without wasting time? Good onboarding tools help newcomers feel motivated, get up to speed on their new organization’s processes and culture, and complete training faster.
Ask around. Are the managers finding it easy or time-consuming to design onboarding plans? Are new employees feeling engaged and excited by their experience, or do they feel overwhelmed and confused?
The opinions of the people participating in onboarding — managers, new employees, and other participants — can be helpful. They are the ones going through the experience: their insights might help you spot less obvious gaps outside of technical aspects.
How to collect feedback:
What other ways can help you gain direct insights to understand where your onboarding might need improvement? Check out these 5 ways to collect honest employee feedback.
Nothing like hard numbers to tell you how it really is: 1/3 of new employees begin searching for another job within six months of being with their employer, and 1/4 leave before the one-year mark.
Considering onboarding sets the tone for the rest of the employment experience, high turnover rates amongst new employees are more than often linked back to poor onboarding.
Productivity and goal-reaching are also things to consider. What is the success rate of newcomers reaching onboarding milestones on time? Are tasks getting completed, or are they falling behind schedule? Onboarding tools that provide insight reports offer helpful in-progress visibility.
Onboarding is an integral part of the employee experience — and impacts the entire employee lifecycle. The challenge for companies remains: How can onboarding be improved to optimize integration, prevent short and long-term losses, and ensure new employees have everything they need to succeed and more?
Great onboarding sets up employees for success, and achieving this is possible with the right mindset, strategy, and tools.
Workleap Onboarding is a solution that addresses onboarding needs at all levels. A one-stop-shop platform to help managers build onboarding plans more efficiently, a place for new employees to integrate their roles and teams faster, where employers see higher levels of engagement and productivity all around.
Ready to make a change? Create your free Workleap Onboarding account and experience how improving your onboarding approach can help other aspects of your business.
