Strategic Planning Best Practices

□ Start onboarding before Day 1
□ Create structured onboarding program
□ Customize by role and department
□ Set clear expectations early
□ Define success metrics
□ Allocate sufficient resources
□ Get leadership buy-in
□ Measure and iterate
□ Document everything
□ Plan for remote/hybrid
□ Consider cultural fit
□ Focus on retention

Pre-Arrival Excellence

□ Send warm welcome message immediately
□ Mail welcome package to home
□ Share first-day logistics clearly
□ Provide parking/commute details
□ Send paperwork electronically
□ Create buzz about new hire
□ Prepare team for arrival
□ Set up workspace completely
□ Test all technology
□ Schedule key meetings
□ Assign dedicated buddy
□ Build anticipation

First Day Impact

□ Give warm personal welcome
□ Have everything ready
□ Start with culture, not paperwork
□ Make introductions meaningful
□ Provide context and purpose
□ Share quick wins opportunity
□ Include in team activities
□ End day with check-in
□ Send home feeling valued
□ Avoid information overload
□ Create memorable moments
□ Focus on belonging

Documentation Efficiency

□ Digitize all forms
□ Use e-signatures
□ Pre-populate known information
□ Batch similar tasks
□ Provide clear instructions
□ Set reasonable deadlines
□ Offer help completing
□ Check for understanding
□ File immediately
□ Maintain compliance
□ Audit regularly
□ Keep records secure

Technology Optimization

□ Automate account creation
□ Use single sign-on
□ Provide password manager
□ Test before arrival
□ Offer tech support
□ Create video tutorials
□ Document common issues
□ Enable self-service
□ Monitor adoption
□ Gather feedback
□ Update regularly
□ Plan for issues

Training Effectiveness

□ Mix learning modalities
□ Provide just-in-time training
□ Make it interactive
□ Use real scenarios
□ Allow practice time
□ Provide reference materials
□ Test comprehension
□ Offer refreshers
□ Track completion
□ Measure effectiveness
□ Adjust based on feedback
□ Celebrate completions

Social Integration

□ Facilitate connections naturally
□ Schedule coffee chats
□ Assign onboarding buddy
□ Include in team events
□ Share team traditions
□ Introduce gradually
□ Create networking opportunities
□ Join resource groups
□ Encourage questions
□ Foster psychological safety
□ Build trust early
□ Maintain inclusion

Manager Engagement

□ Train managers on onboarding
□ Provide manager checklist
□ Set clear role expectations
□ Schedule regular check-ins
□ Give feedback early
□ Set achievable goals
□ Recognize progress
□ Address concerns quickly
□ Model company values
□ Be available
□ Show investment
□ Build relationship

Cultural Immersion

□ Share origin story
□ Explain values meaningfully
□ Show values in action
□ Share success stories
□ Explain unwritten rules
□ Decode company language
□ Share traditions
□ Include in rituals
□ Connect to mission
□ Demonstrate impact
□ Build pride
□ Foster belonging

Continuous Improvement

□ Gather feedback regularly
□ Measure key metrics
□ Track time-to-productivity
□ Monitor retention rates
□ Survey new hires
□ Interview managers
□ Analyze exit data
□ Benchmark externally
□ Test new approaches
□ Document learnings
□ Share best practices
□ Evolve program

Long-term Success

□ Extend beyond 90 days
□ Set development plans
□ Provide mentorship
□ Offer stretch projects
□ Celebrate milestones
□ Conduct stay interviews
□ Support career growth
□ Maintain engagement
□ Build loyalty
□ Recognize contributions
□ Plan advancement
□ Ensure retention

Common Pitfalls to Avoid

□ Don’t rush the process
□ Avoid information overload
□ Don’t neglect remote employees
□ Avoid generic approaches
□ Don’t skip feedback
□ Avoid unclear expectations
□ Don’t forget follow-up
□ Avoid isolation
□ Don’t assume knowledge
□ Avoid poor preparation
□ Don’t neglect culture
□ Avoid one-size-fits-all