SEM VAPD – New Hire Onboarding Roadmap (Copy)

A truly valuable employee is one of the hardest things to find for companies. As you'll know from recruiting one, the competition is fierce and candidates are constantly being baited from one company to another with promises of free gadgets, gym memberships and unlimited cereal (as well as some of the best salaries in the world).

Once you've got hold of one, you don't want to lose them early on. The cost of replacing a recently hired employee is 30-50% of their salary.

New hires are sometimes thrown in at the deep end when joining a new company, expected to teach themselves any parts of the culture and architecture they don't know. While this works for some people, it can be incredibly stressful and might make your new hire want to quit.

What follows is an easy and relaxed employee onboarding system designed to increase retention and employee happiness.

Confirm the hiring by sending a welcome email to your new employee. See the email widget below for a sample email which you could use.

--Buraya Benan'dan bir şablon alınacak - 

The purpose of this email is to greet the employee, make him/her feel comfortable in the office and ensure they can ask questions, use the first day to settle in and learn about the company structure. 

Include your contact details in case they wish to get in touch with you personally.

Now you should ensure that the new hire will have access to office items which they require on their first day. Decide what the new hire needs from the following sub-checklist, and arrange for them to receive these items.

Activate new employee's e-mail address before the start date for adjustments.

If your company uses Slack or HipChat for its group and private discussions, make sure to add your new employee into any groups he/she'll need to participate in. 

Remember: introduce the new employee on your chat app's #general channel.

Link new employee's e-mail address to SEM's Google Partner account.

https://www.google.com/partners/#p_profile

Add new employee's e-mail address to Google Partner Communities.

Analytics - https://sites.google.com/a/google.com/gacp/partner-communities/google-analytics-forum

Data Studio - https://sites.google.com/a/google.com/gacp/partner-communities/data-studio-forum

Optimize - https://sites.google.com/a/google.com/gacp/partner-communities/optimize-forum

GTM - https://sites.google.com/a/google.com/gacp/partner-communities/google-tag-manager-forum

360 Suite Sales Partners - https://groups.google.com/forum/#!forum/ga-premium-authorized-resellers

EMEA Analytics 360 Suite Partners - https://groups.google.com/forum/#!forum/emea-analytics-360-suite-partners

GACP Announcements - https://groups.google.com/forum/#!forum/gacp-announce

GACP Program - https://groups.google.com/forum/#!forum/gapartners

Whether you use Harvest, Time Doctor or some other tool to manage your time, make sure to add the new hire to the account and give them the privileges to edit.

We use Google Drive to create a library of documentation and files.

Here's a guide on how to set up shared folders on Google Drive

Before you actually start onboarding the new employee, you need to ensure that you have all of their details stored for easy access.

Make sure he/she records his/her info to the personal list;

https://docs.google.com/a/semtr.com/spreadsheets/d/1QTKiOJ9XenIDxVsc1DzyScQeNVeKDrNOr6l5POx1rG0/edit?usp=sharing

and fill in the form fields below to have this information easily accessible.

Enthusiastic employees will feel excitied and empowered to be part of a company with clear, strong goals.

Share your KPIs, cultural goals, sales, reach and projected growth. The right employee will always be passionate about furthering your company's vision.

You want youremployee to feel comfortable and have the opportunity to seek help if necessary. Introduce them to the members of your team to ensure they know everyone and are informed as to where to turn to in all situations.

Your employee should be familiar with the office. Let them know where to go for different department related queries as well as communal areas like the kitchen area and bathroom.

To ensure the best explanation of the workflow answer these questions:

1. What are the workflow stages?
2. How many people interface with the process?
3. How many back and forth-s does the workflow require?
4. What is the work scope of each stage?

(Source: iridize.com)

When assigning a mentor be clear about their roles. Identify the criteria and expectations to ensure the mentor is fully aware of their duties. Record the assigned mentor with the form field below.

Don't follow job title hierarchy or pick a person with a higher job title or a person that has been in the company the longest. Find a person who knows the most about the tasks regardless of their job title.

(Source: insala.com)

Communicate your expectations in a simple and direct manner. Clarify expected roles, processes and outcomes. Ensure your employee understands your expectations and feels motivated to fill them. 

(Source: entrepreneur.com)

Prepare a list of usernames and passwords (you can use Google Sheets to do this), then share the list with the new employee to give them time to set up their profiles. Record a link to the list with the form field below.

The first login infos you need to share, are his/her own account and analytics@semtr account details.

[email protected] - from Ali Örtül

[email protected] - https://drive.google.com/open?id=1MA6ZDuqVWflZvdMTaq-Mp8HUf0ost5HELtFX4Km52S8

Also don't forget to give him/her access to Semtr GA and GTM accounts.

Arrange a brief meeting everyday with a different team member without a specified agenda. This meeting should focus solely on the person and ways for them to execute their goals. 

The meeting should last approximately 30 minutes during which you should address issues, assess the situation, identify goals.

Ensure meetings between the employee and their mentor take place. The meeting should happen at the end of each day during the first week.

It will help the employee understand if they are doing things at the right pace and focusing on the correct tasks, as well as receive clear instructions, advice and constructive criticism to help them improve.

Make sure he/she gets access to Google Analytics Demo Account;

https://support.google.com/analytics/answer/6367342?hl=en

https://learndigital.withgoogle.com/digitalgarage/certification

Assignment for Google Digital Garage;

https://analytics.google.com/analytics/academy/course/6

Assignment for Google Analytics for Beginners;

The goal of a performance review is to provide feedback on what the employee is doing right and what needs improvement. In your performance cover these areas:

• Quality and quantity of work: accuracy, thoroughness, productivity and goal attainment
• Communication and interpersonal skills: teamwork, cooperation, listening, persuasion and empathy
• Planning, administration and organization: goal setting, prioritizing and profit orientation
• Leadership: accessibility, responsiveness, decisiveness, collaboration and delegating
• Job knowledge and expertise: knowledge base, training, mentoring, modeling and researching
• Attitude: dedication, loyalty, reliability, flexibility, initiative, energy and volunteering
• Ethics: diversity, sustainability, honesty, integrity, fairness and professionalism
• Creative thinking: innovation, receptiveness, problem solving and originality
• Self-development and growth: learning, education, advancement, skill building and career planning

You can use this new employee performance evaluation form as an example.

(Source: businessnewsdaily.com)

Now you need to evaluate the developer onboarding process to make sure that everything is up to scratch. Note your final observations using the form fields below.

When evaluating the process, here are some examples of questions you could include:

1. Do we make our new hires feel welcome?
2. Do we inspire pride?
3. Do we connect them with the big picture?
4. Do we show them how much they matter?
5. Do we collect and share stories?
6. Do we make our orientation program interesting and interactive?
7. Do we make our process employee-centric or employer-centric?
8. Have we broken our orientation program down into bite-sized chunks?
9. Are we offloading as much information as we can into our shared folders?
10. Do we make it easy for new hires to get the information they need?
11. Do we make it easy for new hires to tell us how they’re doing? And how we’re doing?
12. Do we have an effective mentoring program?
13. Do we help our managers do their part well?

(Source: eremedia.com)

Set up a meeting plan to ensure you communicate with the employees often and keep productivity levels up. Follow these steps to ensure a good meeting:

• Make clear objectives
• Determine who needs to be present in the meeting
• Plan a meeting schedule
• Distribute time given for each person to speak equally
• Keep in a time-frame
• Ensure no technology devices are present to distract
• Follow up after the meeting

(Source: forbes.com)

Upcounsel - Employee Contract

Google Support - How to set up shared folders on Google Drive

Forms CDN - Example Payroll Form

Iridize - How to Avoid Employee Workflow

Insala - Effectively Assigning Mentoring Roles

Nadia Goodman - Getting the Best From Every Employee: Communication Techniques That Work

Quora - What is a good onboarding process for a new employee at a startup?

Kissmetrics - How to Improve Your Business by Instituting a Simple 1-On-1 Meeting

North Eastern State University - New employee performance evaluation form

David Lee - 13 Questions to Maximize Your Onboarding Efforts

Forbes - Seven Steps to Running the Most Effective Meeting Possible

Employee Onboarding Checklist

Restaurant Employee Onboarding Checklist

Salesperson Onboarding Checklist for Startups

Call Center Employee Onboarding Checklist

Retail Employee Onboarding Checklist

Employee Onboarding