{"id":28402,"date":"2022-03-11T16:56:31","date_gmt":"2022-03-11T16:56:31","guid":{"rendered":"https:\/\/www.process.st\/templates\/the-first-90-days-checklist-a-template-for-new-hires\/"},"modified":"2024-02-29T05:00:20","modified_gmt":"2024-02-29T05:00:20","slug":"the-first-90-days-checklist-a-template-for-new-hires","status":"publish","type":"post","link":"https:\/\/www.process.st\/templates\/the-first-90-days-checklist-a-template-for-new-hires\/","title":{"rendered":"The First 90 Days Checklist: A Template for New Hires"},"content":{"rendered":"
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Introduction:<\/h2>\n
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So, you\u2019ve got a great new hire<\/strong>. You want to keep them<\/strong>, don\u2019t you? Of course, you do, think of the money<\/a> it costs to replace unhappy employees<\/strong>. The best way to keep new hires is to have a great plan<\/strong>. We\u2019re talking about a long-term strategy<\/strong>, not just a first-day meet and greet. We\u2019re also talking about acknowledging feedback from new hires<\/strong>.<\/p>\n

With the workflow below, you can check off all the tasks<\/strong> involved in bringing your new hire up to speed. You can also make them comfortable<\/strong>. With the correct destination and the route<\/a> to get there, you can avoid new hire unhappiness<\/strong>. You can mark off, along the way, the first 30, 60, and 90 days for your new hire.<\/p>\n

Included are tips to motivate the new hire<\/strong> to stay. This is accomplished by valuing your new employee from day one.<\/p>\n

With a checklist workflow<\/strong>, you\u2019ll save money by avoiding negative emotions in the new hire such as:<\/p>\n