6 Onboarding Tips from LinkedIn to Ace the 2-Month Probation

Onboarding refers to the process of orienting and training new employees to become capable members who can contribute to the company. In addition to providing new employees with the necessary knowledge and tools to perform their new roles well, the onboarding process will also help new employees become fully engaged and adapted to the company culture, in order to promote good relationships between employees and demonstrate the company's interest in investing in their career development.

The onboarding proces lays the foundation for the new employee's entire experience at the company. LinkedIn will help make your new company experience not so bad.

When a new employee joins a company, the first few months will be the time to set their mindset. If things go smoothly, this process can improve their long-term job satisfaction, increase work performance, and enhance employee retention. During the onboarding period, the manager plays an important role in guiding each new employee. This article helps HR build an effective onboarding program that can be widely applied to help "rookies" get a good start.

"After a well-thought-out onboarding process, new employees tend to state that 'This is the best job they've ever had' 2.8 times more than normal."

Stage 1: Before the First Day

Before the first day of work

The first day on a new job can be overwhelming for a new employee. Therefore, the goal is to eliminate unnecessary discomfort and help them feel that they made the right decision in choosing to work at the company. This stage should begin about 15 days before the first working day.

FYI: The best companies tend to carry out onboarding processes 53% more than others.

Tasks to address in Stage 1

✓ Answer any questions from new employees.

✓ Ensure that new employees have all the necessary tools installed and connected to the company's system.

✓ Provide the date, time, and dial-in number (if applicable) for all meetings on the first day.

✓ Explain the company's rules for online meetings.

✓ Organize a welcome meeting with company-related content.

Stage 2: First Day of Onboarding

First day of onboarding

Introduce basic information about the new employee to everyone in the company and outline their remaining tasks for the week. By the end of the day, the new employee should feel welcomed, appreciated, and excited about the upcoming workdays.

TIP: For the most comprehensive support for new employees, the onboarding process should last for 90 days or longer. Most companies only focus on the first week of onboarding.

Tasks to address in Stage 2

✓ Explain in detail the relevant processes, such as timekeeping.

✓ Guide new employees on how to use the company's systems.

✓ Inform new employees about the teams they will frequently interact with, share the profiles and titles of team members with them.

✓ Introduce new employees to colleagues and other important partners.

✓ Send invitations and encourage them to attend company events.

Stage 3: Second Day of Onboarding

Second day of onboarding

To help new employees understand you as their manager, schedule time to speak with them directly. Explain your management style and expectations, then address any questions they may have. Additionally, discuss the tasks of the position and review the training schedule.

FYI: 60% of companies do not set short-term goals for new employees, according to LinkedIn.

Tasks to address in Stage 3

✓ Clarify the work schedule for the week and confirm that the training program is relevant to the new employee's job.

✓ Review internal processes and workflows.

✓ Check the job description, tasks, and expectations that the employee needs to fulfill in the new position.

✓ Share interests and ask questions to determine how you can work together effectively.

✓ Spend time answering questions related to the job.

Stage 4: First Week of Onboarding

Start assigning new employees their daily tasks — give them their first challenging task within their capabilities. This is also a good time to pair new employees with a colleague in a similar position. This helps them feel connected, get their questions answered, and realize they are part of the company.

FYI: According to LinkedIn, 87% of companies apply a buddy system for new employees in their first weeks, saying it is quite effective in accelerating their job mastery.

Tasks to address in Stage 4

✓ Provide necessary documents, including product information and company-related documents.

✓ Assign a seasoned employee to accompany the new employee.

✓ Review the company's mission, values, and goals.

✓ Schedule a check-in, review the onboarding process, and discuss any questions from the new employee.

✓ Assign the new employee a task that is manageable but slightly challenging.

Stage 5: First Month of Onboarding

By this time, according to LinkedIn, new employees should understand the essential tasks in their positions and how to achieve them. Ensure regular check-ins, provide frequent feedback, and establish performance goals that will be addressed in annual reviews. This stage is an excellent time to appoint a formal mentor — someone in a higher-ranking role who can help guide their future success.

FYI: Also according to LinkedIn, 77% of new employees who undergo a structured onboarding process achieve their first goals in the job.

Tasks to address in Stage 5

✓ Help new employees meet and get to know colleagues in other departments.

✓ Appoint a direct supervisor to work directly with the new employee.

✓ Take time to discuss the new employee's first tasks.

✓ Set clear criteria for assessing competence after 6 months.

✓ Set performance expectations and emphasize that the supervisor will provide monthly feedback to the new employee.

Stage 6: Second Month Onward

Many recruitment experts find that it may take up to a year to help new employees catch up with the pace of work. In the first six months, new employees will demonstrate their working style. Let them know what they are doing well and gather feedback on their onboarding experience so that the company can optimize the onboarding process.

FYI: A meticulous onboarding process can improve employee retention rates by up to 82%.

5 ways to improve employee retention rates

Clearly define the position to be recruited

Ensure that the company provides sufficient information about the job requirements, provide practical examples to help new employees envision what they need to do in this position.

Choose a management style that suits each employee

Meet with candidates during the interview process to help them perceive your management style — and how you can meet their individual needs to help them do their job well.

Promote advancement through learning and development.

During direct work, ask new employees if there are areas they feel they need additional training. If so, schedule training as early as possible.

Assign new employees tasks they enjoy.

Create opportunities for new employees to perform different tasks with different departments so they can find the right type of work for them.

Help them feel valued.

Provide regular feedback on the performance of new employees so they feel the boss cares and appreciates their diligent efforts.

(According to LinkedIn)