Employee Transition Checklist

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Pre-transition arrangements (before the official start date):

• Dedicate some time to discuss (during group or face-to-face meetings) with the new hire the organization’s current strategy of business development, company’s place within your sector and industry, and consider associated objectives and challenges;
• Conduct discussions and consultations with the potential employee, considering all relocation and re-training options if necessary, or other vacant/comparable positions in the organization that can be taken by this candidate;
• Provide the new hire with relevant materials (news and articles) that are related to job which he/she is hired to perform in order to provide this employee with more possibilities to learn about the real situation around practical area of work (consider this as a method of employee orientation);
• Encourage the potential hire to continue learning about the organization prior to the transition via conversations with you, as a manager, and with other teammates to be (enable this person to meet his/her future co-workers);
• For a smoother transition, invite the future worker to attend public events held and sponsored by your organization, so this person can faster get into the team spirit of your company;
• Before the official start, make an announcement in the team about the new employee arriving and introduce his/her background to everyone concerned;
• Develop a detailed plan for the first day, and outline a general plan of actions for the first two weeks or more;

Plan the first day to be successful:

• Prepare the workspace to fit the job requirements – ensure desk, computer, network access, other workplace utilities and accessories as appropriate, etc;
• Provide the new staff member with a welcome package which should include the employee handbook, information about your organization, and internal contacts which may be helpful;
• Welcome the new hire and introduce the person to your current staff members – make sure all key personnel (as related to this position) are introduced in person;
• Review the organizational chart with the new employee;
• Assign a fellow employee or mentor who can coordinate first steps of the new employee;
• Arrange a tour around the building and office premises to guide the new hire throughout all local amenities and safety options (such as fire evacuation routes, etc);
• Introduce everyday routine aspects of the job and company, give some introductory tasks and set performance expectations (which are not too high yet for the first time);
• Give the new employee some personal time to settle around in the office. Get back to check if the employee feels comfortable at the new place;
• Plan a lunch with the new hire and co-workers to get.....

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