Tag: checklists

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Employee onboarding checklist: the basics [Free Template]

Astronaut Dog holding a clipboard and pen

Summary

You’ve been recruiting for a vacant position, and a candidate finally accepted a job offer. That’s great! But now comes the more crucial part — onboarding. Believe it or not, onboarding new hires involves more than a welcome email and signing an employment contract. 

Webinar: Best Practices for Onboarding Hourly Staff

Employee onboarding sets the tone for new hires; employers must show competency, inspire trust, and reduce friction. It is also where new hires get their first impression of company culture and see if the work aligns with what was discussed during the recruitment stage. 

*Psst! Click here for a free onboarding checklist. It’s comprehensive and all you should need to get started. 

The make-or-break stage

Half of hourly workers leave a job within the first four months or 120 days, according to SHRM. Turnover like this can be mitigated with proper onboarding techniques. 

While primarily an administrative process, onboarding is also an experiential process – this cannot be overlooked.

The most surface-level way to fulfill the experiential part of onboarding is to make it feel good. You also need to make it easy. Consider whatever system you use for onboarding; does the user interface (UI) delight the user? Is the user experience (UX) easy to navigate?

The experiential aspect of onboarding does not end after a pleasant-looking checklist is completed. You also need to integrate new hires successfully into the team and provide them with a sense of belonging. Typically, this takes at least 90 days.

Attracting candidates is only half the battle. The other half is retaining them, and that starts with onboarding.

How to improve your employee onboarding process

Employee onboarding can be daunting, especially considering its administrative and experiential aspects. A new hire checklist goes beyond gathering direct deposit information and signing tax forms. Here are some best practices to help you navigate this stage and ensure better employee retention.

Use employee onboarding software

If you find paperwork tedious, so does your new hire.

An effective onboarding platform significantly reduces the admin burden for the human resources team, hiring managers, and incoming employees. It streamlines the necessary paperwork and ensures data integrity by taking out manual processes.

Ideally, most onboarding-related admin tasks should be accomplished before the first day. For instance, with the Workforce.com onboarding system, new hires can upload the necessary pre-employment documents before they begin work. That means that contracts, W-4s, bank details, and employee personal information are all lodged into the system well before their start date. When these are done, you can focus on making a new hire’s first day more meaningful and productive. 

Prepare equipment and tools ahead of time

Aside from lengthy paperwork, you also need to ensure that tools and equipment related to the job are ready before a new employee’s start date. This includes uniforms, access to company systems and software, office equipment, or even vehicles if they are working on-site. 

The last thing a new hire should face on the first day is incomplete equipment or confusing guidelines. Welcome merch is all fun and good, but having the necessary work items and equipment ready can help your new hire settle in faster.  

Answer potential workplace questions before day one

Taking on a new role is exciting, but it’s normal for new hires to feel anxious about a new job. Much of this anxiety comes from the anticipation of meeting new teammates, acclimating to a different work environment, and easing into the organization’s culture.

Aside from discussing new hire paperwork and eligibility for benefits, it also helps to review smaller things like dress code, shift swap policies, unavailability, and day-to-day tasks.

Give managers support

Employee onboarding is a tall order, and the onus is on the team leaders and managers to ensure its success. 

Ensure managers have the support and tools to help them successfully onboard new team members. One way to do this is to let new hires fill out their own onboarding information rather than HR. When this kind of admin burden is taken from managers and placed on the employee, managers can focus on creating a better and more personalized onboarding experience for their new hires. 

Integrate onboarding with recruitment

Recruitment is how you attract top talent. Onboarding is how you keep it.

Recruitment is not just about selling the role to potential candidates and finding the best fit. It’s about setting expectations and painting a picture of what the position entails and what working for the organization is like. While the goal is to attract top talent, it’s detrimental to over-promise in terms of benefits, work environment, and growth opportunities.

Onboarding is the stage where the organization must meet the expectations set during the hiring process. This is the stage to follow through a good first impression. If employees find that the work is far from what was described during recruitment, they tend to quit even before they are fully onboarded. 

Recruitment and onboarding must go hand in hand. You must integrate them to avoid unnecessary recruitment costs, staffing issues, and high turnover rates.  

Set onboarding milestones

Tracking new hire onboarding success is best done with a roadmap that includes a set of milestones. 

What do you want new hires to learn or achieve within specific timeframes? Typically, onboarding programs last at least 90 days. If that’s the case, you can set milestones for 30 days, 60 days, and 90 days. Goal setting is crucial for successful onboarding. A roadmap provides new hires structure and specific objectives to focus on and helps managers track and measure a new employee’s progress. 

Give and gather feedback

Giving and gathering employee feedback is a massive part of onboarding. While feedback is typically given during milestones or scheduled check-ins, it should be more fluid and quick and can be part of daily job training and interactions. Feedback doesn’t always need to be a sit-down meeting. It’s also helpful when it’s quick and more spontaneous. 

Constant feedback is essential for developing new hires, but managers also need it to improve the onboarding process or operations. When new hires feel that their feedback matters to the team, employee satisfaction matters. When they feel heard and valued, they are more likely to see themselves in the organization for a long time.

Also read: How to improve internal communications with your hourly workers

Consider using templates

You would likely onboard new employees for certain positions more than once, especially when you run an hourly workforce. You’d probably do a lot of onboarding during peak seasons, especially when hiring seasonal or contractual staff. Using templates means that you don’t need to spend as much time curating an onboarding plan each time. 

Templates in the form of checklists, training materials, and video guides are helpful. However, remember to update them to reflect any procedural or policy changes. 

Make sure that such materials are accessible to new hires, mainly since they would most likely refer to them in the course of the onboarding period. A sound self-service system is vital to this, as it enables new hires to find answers to FAQs, and managers can focus more on clarifying more complex questions or matters. 

Incorporate fun elements

The onboarding process is crucial but doesn’t have to be boring. 

You can insert some fun elements to help new hires feel at ease as they integrate into the team. For instance, teammates can record a short video message that describes what the team or department does in a fun and informal way or tidbits of non-work related information such as the best place to go for meal breaks or coffee. Short and informal all-hands sessions also help familiarize a new hire with other team members. If your company provides a standard welcome kit or swag bag to new hires, consider adding a short welcome letter from the team for a personalized touch. 

Fun elements for onboarding don’t have to be full of fanfare, but incorporating those helps enrich the early stages of onboarding. 

New employee onboarding checklist template

The onboarding process takes place before the new employee’s first day. Here’s a checklist of key things you must remember during onboarding. Feel free to copy and paste for your own use or download a document here.

New hire documentation

  • Accepted and signed job offer/job description
  • Tax forms 
  • Insurance paperwork
  • Employment contract
  • Compensation and benefits package

Guides and policies

  • Employee handbook
  • Job description
  • Safety procedures/manuals
  • Security rules and policies

Accounts, devices, and equipment

  • Setup company email
  • Provide time clock access
  • Secure work uniforms
  • Setup credentials or access to necessary software tools such as HCM systems and project management software
  • Add new hires to relevant work chats or email distribution lists
  • Issue work phone, tablet, or computer
  • Assign workstation/workspace

First day

  • Team introduction
  • Workplace tour
  • Give welcome kit/company swag bag
  • Finalize other administrative paperwork, if any.

Orientation

  • Run through paperwork and make sure they’re complete
  • Briefly go through job roles, benefits, and insurance plans
  • Go over essential points in the handbook. Inform them where they can find a copy.
  • Discuss important company policies briefly.
  • Assign a mentor or onboarding buddy.

Development plans

  • Create 30-day development plan
  • Create 60-day development plan
  • Create 90-day development plan

Milestones and follow-through

  • Check-in after the first week
  • Check-in after 30 days
  • Check-in after 60 days
  • Check-in after 90 days

As you follow through and provide feedback, optimize if your development plan needs tweaking.

Simplify your employee onboarding

The template provided above is just to get you started. For more on how to optimize your onboarding process, check out our free webinar below featuring NBC-HWC certified coach Laura Timbrook:

Webinar: Best Practices for Onboarding Hourly Staff

Are you eager to streamline your onboarding right now? Discover how to reduce onboarding tasks to just 3 minutes with  Workforce.com’s self-service employee onboarding by booking a call today. 

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Task Management 101: Advantages and Best Practices for Hourly Staff

Summary

  • Task management breaks down projects into smaller, more manageable duties.

  • Shift-based workforces can use task management to ensure daily work gets done efficiently and on time. 

  • Utilizing a checklist app makes tasks more manageable for shift workers.

Task management is the process of breaking down your operations or projects into smaller, more manageable tasks. It goes down to the granular level to identify every action item needed to run a productive shift or complete a project successfully.

In principle, you’re probably doing task management daily. An example would be going to work. Going to work involves smaller activities such as dressing up, making coffee, and commuting to the workplace. Task management functions in the same way. 

In organizations, task management helps managers and teams prioritize tasks, track progress, boost productivity, and ensure that things get done on time. However, while task management is closely tied to project management, they are different. Project management takes a 30,000 ft look at a project as a whole, whereas task management zooms in and deals with delegating and tracking specific jobs. 

Task management for shift-based businesses

Typically, task management is associated with white-collar organizations that run simultaneous projects, such as advertising agencies or software development companies. Such organizations usually work on long-running projects or implementations, using task management to assign and track action items. 

However, task management is also vital for hourly employees in industries like retail and hospitality. For these shift-based operations, task management defines what recurring tasks need to get done during every shift; this increases team productivity and accountability.

To successfully manage tasks, here are factors you need to consider carefully:

  • Time – When assigning tasks, ensure they align correctly with your schedule. For instance, stocking up on table essentials such as sugar packets and condiments is usually done before the restaurant opens and not in the middle of the day.
  • Resources – Take inventory of the things needed to accomplish a particular task. Consider tangibles such as supplies and tools and intangibles such as certifications or specific skills.
  • Dependencies – Are there any prerequisites to performing specific tasks? For instance, nurse handoffs are crucial from one shift to the next as they transfer vital and specific patient care information. Another example of dependency would be manager or supervisor sign-offs.

The goal of task management for hourly teams is to ensure productive shifts. The best way to do this is through a checklist system categorized by team and location. Take a look at this example:

Opening duties for restaurant FOH:

    • Set up tables and chairs
    • Sanitize surfaces and windows
    • Empty trash bins
    • Clean bathrooms
    • Arrange table napkins and other table placements
    • Restock tabletop essentials or condiment area with sugar packets, ketchup, salt, etc.
    • Stock bar with glassware and drinks

While the tasks seem part of a routine, they can easily fall through the cracks. Having specific to-do lists helps your team stay organized and focused on the tasks they must accomplish during the day. 

Why should you prioritize task management?

Want the short answer? Because it ensures things get done. At the end of the day, every organization wants an efficient and productive workforce – proper task management is one of the most effective ways to achieve this. 

Some dismiss task management because their daily operations remain fairly consistent. However, for some businesses, even a slight misstep can cause significant operational problems or even health and safety concerns. Task management shields your team from this kind of risk.

Here are some of the major reasons why task management is a must for hourly teams:

Increased productivity

Task management drives focus within teams, laying out precisely what needs to get done on a daily basis. Things like task checklists and due times ensure employees stay on top of their duties.

Autonomy and accountability

Task management gives your employees autonomy over their tasks. Because they know what they need to accomplish, they can manage their time better and focus on doing their tasks well even when managers are not around. 

Effective task management also signifies trust, and employees appreciate that. By handing off daily checklists to employees, they know it is up to them to complete these tasks on time and up to standard – and because it creates a paper trail, failure to finish tasks can easily be addressed. 

Better workflow

Teams work better when there are clear directions. Operations run smoothly when each employee knows their tasks on a granular level. Don’t mistake this for micromanaging. It’s about setting specific tasks and expectations for your team. 

Instructing your team to go ahead and have a productive shift is easy. But how do they do that exactly? This is where task management comes in. Think of task management as mapping out the necessary steps for achieving a successful shift. 

More visibility

Tracking shift responsibilities with software-based task management gives managers a glimpse into frontline operations. With checklists and due times assigned across an organization, managers can easily confirm that important work is getting done, who’s completing the work, and what time.

Improved prioritization

Task management enables you to allocate your resources better and prioritize tasks accordingly. Because everything is laid out, it’s easy to identify which tasks are more urgent than others. As a result, you can focus on what matters without overwhelming your employees.

Good customer service

Higher efficiency naturally leads to better customer service. When tasks are managed effectively, customers notice – it’s easy to sense if your operations are chaotic or your employees seem lost. Forgetting simple duties like restocking a particular shelf, cleaning a bathroom, or updating a menu can lead to poor customer experience. Task management keeps you from repeatedly making these kinds of mistakes. 

Best practices for task management

Task management seems like a straightforward process where you create a list of tasks for your employees per team, shift, and location. However, it may involve many moving parts, especially if you’re managing a midsize to enterprise-level hourly workforce. 

Here are some best practices to help task management work for you:

Use a task management software

Post-its and whiteboards are not cut for efficient task management. It’s best to utilize software designed to organize tasks, provide real-time task status alerts, and give you data and analytics on how your team is accomplishing tasks.  

Task management software keeps track of every task in each shift and notifies managers upon task completion. It also promotes transparency as everyone sees the same sets of tasks and has visibility on action items ticked off the list.

Track progress

More than completing things on time, a considerable part of task management is tracking completion. It’s important to see when tasks get done in real-time in order to stay on top of daily operations. Moreover, tracking completion helps you see where and when work is taking too long, what’s causing the delay, and how to address the inefficiency.

Evaluate your task management strategy

Just like performance management, task management should be an ongoing process. Day-to-day tasks can be repetitive but can change over time, especially when organizational shifts and market changes occur. 

For instance, demand will likely influence your team’s tasks. So consider when it will likely peak and ensure that your to-do lists are adequate to meet that uptick in demand. 

Meanwhile, revisiting your task management strategy allows you to pivot quickly in case of unprecedented market changes that will cause a significant shift in your operations. For instance, the disruption of COVID-19 caused in most workforces. 

Tie it in with the rest of  your workforce management

Task management shouldn’t be a siloed process. It would be best to integrate it with other areas of workforce management, such as employee scheduling.

Over time, task management will give you a wealth of data that can aid in optimizing schedules, tracking skills, and making critical workforce decisions.  

Webinar: How to Track Skills Development for Hourly Staff

Finding the right software for task management

Task management is no easy feat, but a reliable software system can simplify it. Workforce.com’s task management is the ideal solution for hourly workers. You can use it to create checklists lists for various teams and track real-time completion rates.

Workforce.com task checklist mobile view

Task management features are even better when synced with employee scheduling, time and attendance, and human resources. Employees can clock in, check their schedules, complete tasks, and get paid through a single app.

To learn more about Workforce.com’s task management platform and how it ties in with other solutions, book a call today.