What to do before @principal.name arrives

@principal.name's first day is approaching fast. Here's what to do before they arrive to set them up for success. 

Take these actions

• Finalize your new hire’s 60-day plan (30 minutes)
• Schedule 1-1s for their first day, mid-week, and Friday recap (5 minutes)
• Schedule a team lunch or other gathering (5 minutes)
• Add them to relevant meetings (10 minutes)
• Communicate with IT team about new hire’s systems access (10 minutes)
• Message your team and relevant stakeholders about your new hire’s start and schedule 5 people that your new hire should meet with (30 minutes)

Why is this important?

Creating a schedule for the first week (you can find a schedule template here), along with the 60-day plan, eliminates unnecessary downtime and ensures your new hire knows what they should be doing and when.

Finalize their 60-day onboarding plan.

You've already received a Pyn with information on how to fill out your new hire's 60-day onboarding plan. Make sure this plan is ready on their first day!

Be sure to include a clear first project that helps them get acquainted with the company and provides a feeling of accomplishment at the same time.

Create their first-week schedule

• First day 1-1 (one hour). Chat about the company’s history and values, make sure they have the right access, tools, and set-up, and are settling in.
• Team meal/gathering on their first day. Have a meal/gathering as a team in-person or virtually to welcome your new hire. Be sure to include the team members this person will work with most closely.
• Mid-week 1-1 (one hour). Provide an overview of current projects and goals, and share their 60-day plan with them. 
• Schedule time for your new hire with teammates. Set up calendar invites for your new hire with 5 teammates or cross-department collaborators that your new hire will interact with frequently. Assign them an official buddy - someone they can meet with every week or two to ask questions and get acclimated to the company.
• Friday “First Week Recap” (30 minutes). Find time at the end of their first week to connect. Ask them about their week one experience, if they are clear on expectations for week two, and any other questions or concerns.

Add them to relevant meetings

• Add them to invites for company, department, or team meetings or stand-ups. Share context about these meetings as needed. 
• Schedule a weekly 45-minute 1-1 with your new hire. 

Communicate with your IT Team

Send an email to IT to confirm @principal.name will have access to your team’s systems, software, and mailing lists. If @principal.name is starting remotely, confirm with IT that they have sent a laptop and any other necessary equipment to arrive prior to @principal.name's start date. Also, make sure @principal.name has the information necessary for them to log in to email.

Inform your team and relevant stakeholders

Send an email to your team and relevant stakeholders with a quick message to inform them of your new hire's upcoming first day.

Hi all, I'm excited to have [new starter] start on [day of the week] as our new [position of new starter]. Thanks in advance for helping them feel welcome! I'm sure they would appreciate you reaching out in their first week to say hello and share some of your knowledge. Thank you!