*Here’s a bit about Me: ****I’m Harris Fanaroff, the Founder of Activate Onboarding - a company that makes your new hire onboarding simple, efficient, and effective.

We help organizations in 3 ways:*

1. Set up and establish a strong onboarding process for your organization
2. Customized new hire onboarding toolkits for Founders/Managers that need help with a specific new hire or group of new hires
3. We take new hire onboarding off your plate and work closely with you to ensure your new hire(s) becomes productive as quickly as possible.

DM me on LinkedIn or Twitter @harrisfanaroff or send us an email at [email protected] if you would like to further discuss!

*This process contains the steps you need to take to create an amazing new hire onboarding experience learned from 1000s of hours onboarding new hires.

My background: I have worked with people leaders for 10+ years and with organizations to effectively onboard over 3,000+ employees. I have helped create leadership development and organizational development strategies globally, for companies of all sizes. I have also founded three companies.*

1. Create excitement before they begin
   • Potential action items
     • Send them company swag - https://www.swagup.com/?utm_source=activateonboarding&utm_medium=website&utm_campaign=partnershiplaunch
     • Have a senior leader send a face-to-camera video via text or LinkedIn
     • Provide employees with scripted emails for team members to send
2. Make Day 1 Memorable
   • Potential action items
     • Send a pre-start survey with favorite food, type of coffee/tee, favorite hobbies, etc.
     • Send grubhub or country equivalent on day 1 https://www.grubhub.com/
     • Send a gift card to somewhere close to them https://www.sendgiftcards.io/
3. Set up IT on day 1
   • Potential action items
     • Make sure they have a meeting with the head of IT before 12 pm ET on day
     • Identify all the internal resources they should have access to (slack, intranet, internal drive files, CRM, slack, email, etc.)
4. Establish company culture
   • Potential actions items
     • Make a founding story to share when employees start - utilize a program like https://creatorup.com/
     • Set up early meetings on their calendar with individuals that tell the company story well
5. Create a sense of belonging
   • Potential actions items
     • Twine for the new team meeting together - https://try.twine.nyc/
     • New team member onboarding sheet - https://docs.google.com/document/d/12U7Bq0cyM2vk3q8QeHkEo1-_XU5nBNNx6jrpMNpntEU/edit
6. Set up a plan with goals
   • Potential actions items
     • 30/60/90 day goals customizable templates (must purchase to receive) - https://www.canva.com/design/DAFb0e7D7LE/v3yZaBG4iCOXKoenW44bDA/view?utm_content=DAFb0e7D7LE&utm_campaign=designshare&utm_medium=link&utm_source=publishsharelink
7. Provide professional development opportunities
   • Potential actions items
     • List of resources to provide your employees - https://www.g2.com/products/linkedin-linkedin-learning/competitors/alternatives
     • Personality assessment de-brief - work with HR to figure out what assessment(s) they are specialized in and make this the norm for your new hires. If you don’t have an HR department, then this is a free assessment I’ve seen companies use to better get to know their new hires https://www.16personalities.com/free-personality-test
8. Share the names of people to engage with
   • Potential actions items
     • Document with a list of people for the Manager to fill out - https://docs.google.com/document/d/1oJexgvkueNMV-7n0An-rRg9jxeKwfHMKm2tL5mU9LFs/edit
9. Create a buddy/mentor system
   • Potential actions items
     • Best practice document for this - https://www.indeed.com/career-advice/career-development/mentoring-program-best-practices
10. Ask for consistent feedback
    • Potential actions items
      • Survey questions to gather consistent feedback - https://docs.google.com/document/d/1rQW0IM9D4YpclwmtsGmxzuFeceR-YqXE2y1HAymGvRM/edit#