Executive Onboarding

Welcoming an employee is a critical responsibility of a manager and her/his department. The first year of employment is crucial to reducing voluntary turnover and increasing organizational retention. Executive onboarding takes orientation a step further. Not only is the executive introduced to management and staff and acquainted with the organization’s history, culture, policies, processes, and goals—they are also trained in their specific role. This may include guidance on forming strong working relationships, making key decisions, and/or implementing new ideas. It typically involves meetings with colleagues, subordinates, and/or company leaders, as well as training and informational sessions. 

  • Is a long-term, ongoing process for new executive hires and internal promotions.            
  • Takes place before and during the executive’s first days of work and into their first year.            
  • Informs executives on the organization’s long-term mission, goals, strategies, and needs.            
  • Offers training and guidance for the executive’s specific role.    
Short-term (within first few days): Executive has completed orientation, submitted all new hire and enrollment paperwork, and been acquainted with the organization’s background and mission. Executive’s first-year onboarding plan, activities, goals, and outcomes are determined.
Long-term (within the first year): Executive has completed onboarding plan and activities and has achieved established goals and outcomes. The executive is participating in daily operations, is working effectively with staff, has been successfully evaluated by supervisors and/or stakeholders, and has established professional development goals for the following year(s).
  • Provide new hire forms, benefits enrollment paperwork, parking and building access code, badges or passes, and email, account, and network login information to executive.            
  • Provide names, job titles, and background information on team members, organization leaders, and key stakeholders.            
  • Prepare office/workspace, including necessary office supplies and software/hardware.            
  • Appoint an executive mentor/coach to answer questions, guide executive through proper policies and procedures, address potential issues and help executive achieve organizational and professional development goals.            
  • Schedule welcome meetings with colleagues and organization leaders/stakeholders.    
  • Establish guidelines for the relationship between board/stakeholders and executive.            
  • Provide information about organizational goals, history, culture, structure, financial background, policies, and processes.            
  • Brief executive on top issues that need attention in the first year.            
  • Inform executive of roles and responsibilities of the position, schedule any necessary training and professional development sessions.            
  • Schedule check-in meetings throughout the first year with executive and organization leaders to gauge progress, address potential issues, and exchange feedback.            
  • Conduct regular meetings with board/stakeholders throughout the first year to update them on the executive’s progress and address potential issues.              

        
 

  • Complete all necessary forms, paperwork, and enrollments.            
  • Set up and log into all required accounts, email, networks, and software/hardware.            
  • Determine and establish an action plan to achieve near-term organizational goals.            
  • Determine and establish an action plan to achieve long-term organizational and professional development goals.            
  • Schedule any necessary meetings with the team, colleagues, and leaders/stakeholders.            
  • Seek networking opportunities and resources.            
  • Seek guidance from mentor, organization leaders, and/or stakeholders regarding current or potential problems.