The Essential Onboarding Checklist for Consumer Goods Companies

Quick look: Developing new hires into impactful business leaders is a significant priority for consumer goods companies, and effective onboarding makes this goal achievable. Read ahead to see what onboarding checklist elements can help set the tone for success for a company’s latest employees.

Management teams breathe a sigh of relief whenever an ideal candidate fills an available job position. Still, the job search’s closing only starts the onboarding stage. The success of this process sets the tone for a new employee’s workplace experience. In this blog, discover the essential items consumer goods leaders should include in their onboarding checklist.

Provide an employee welcome packet

Effective communication is a valued workplace asset, increasing employee retention by 4.5 times and boosting team productivity by 25%. Employee welcome packets offer new hires clarity by outlining any tasks and details they need while onboarding. These packets can include:

• A formal welcome letter
• A copy of their signed offer agreement
• An employee handbook featuring company policies
• Employee benefits packages and options
• Formal details about their role, direct team, and orientation

Onboarding packets that include pertinent details about their new position can help new hires feel prepared for their first official day. They also offer a first glimpse into their latest work environment’s rules and perks.

Assign mandatory employee documents

Consumer goods companies should send required hiring documents along with their welcome packet. The purpose of these documents is to verify an employee’s identity, ensure workplace compliance, and gather payment and taxation details. Before the start of their orientation, new hires should fill out the following forms:

• W-4 for federal tax compliance
• I-9 to confirm their identity and work eligibility status
• Any state or local tax withholding documents
• Confidentiality and non-compete agreements
• Emergency contact info
• Direct deposit form
• Background check consent form
• Confirmation of receiving the employee handbook

Since employees’ personal information can change, submitted forms must be easily accessible for employees and relevant internal parties. Leveraging a human resource information system (HRIS) provides that extra layer of efficiency. Sharing and storing documents within an HRIS allows leadership teams and new hires to track the completion of necessary forms. It also organizes personal employee data like home addresses, banking details, and contact info into a secure cloud-based platform. 

Identify job tools and access needs

Consumer goods workers require more than experience to complete their daily tasks. Logistics specialists oversee data sheets to analyze shipment records. Product designers use illustrative programs to create or edit packaging materials. Other employees may need special keycodes to access on-site machinery or locations.

That’s why supervisors and leaders must decide which tools, tech, and other office equipment they want their latest hire to have. Covering this aspect of the onboarding checklist increases a new hire’s ability to be a productive and consistent team player.

Coordinate a training agenda

New jobs mean new learning curves for recruits, no matter how familiar they are with the industry. Consumer goods companies with a strong training program can quickly get new hires up to speed on the business’s inner workings. Training also proves to be a practical first task for employees since 68% of employees prefer to learn or train while on the job.

A well-planned training strategy covers multiple topics. During orientation, workers familiarize themselves with the business by learning about a company’s history, product mix, and competitors. Scheduling one-on-one introductions with direct teammates and department heads helps employees meet coworkers and understand how their role impacts daily operations. Even mandatory compliance training related to workplace harassment and DEI emphasizes the company’s values and tolerance policies.

Companies also consider professional development training related to an employee’s job. If a new hire will use specific technology or software, it’s ideal to set up a demo session. Businesses may also support new hires with obtaining or renewing industry certifications connected to their position.

Establish a performance plan

Performance management is an HR practice that measures a worker’s proficiency with tasks. Managers kickstart this process for new hires by creating a series of employee performance objectives, which include short-term and long-term benchmarks like completing orientation week and sharing monthly product data reports.

Managers identify reasonable completion dates for each activity. Additionally, these team leaders plan a performance review strategy. From weekly one-on-ones to monthly check-ins, these reviews keep track of an employee’s work progress while uncovering any advantages or obstacles that impacted their performance.

Gather new-hire feedback

Fresh perspectives empower groundbreaking ideas. A business’s latest recruits develop unique opinions while navigating their new work environment. Tapping into their perspective gives companies a new outlook on everyday routines. Asking new hires for feedback elevates their engagement at work; in fact, employees are 4.6 times more likely to do their best work when they feel their voices are heard.

Employee feedback surveys encourage workers to share personal workplace experiences and ideas with managers and executive team leaders. Consumer goods companies may consider giving new hires surveys during peak points in the onboarding process, such as after orientation week or after completing their first 30, 60, or 90 days on the job. New hire surveys feature multiple questions, including:

• What was your favorite part of the orientation process?
• Were you given clear and precise information from your trainer(s)?
• Do your responsibilities align with your job expectations?
• Were any onboarding activities time-consuming, overwhelming, or disengaging?
• What’s something you would change about your onboarding experience?

Collecting a new hire’s input amplifies their appreciation for their current workplace while offering consumer goods companies the invaluable edge of turning that feedback into actionable items that improve future onboarding sessions.

ExtensisHR marks efficiency off your onboarding checklist

Adjusting to a new workplace is an exciting yet intimidating time for any new hire. Fortunately, a structured onboarding gives employees transparency and boosts their confidence to become expert team players.

A professional employer organization (PEO) like ExtensisHR can ensure your onboarding checklist strategy is well-executed. Our partnership with 15Five, a strategic performance management platform, provides affordable access to a tool that allows companies to streamline the performance review process, conduct one-on-one updates, and capture valuable employee feedback.

ExtensisHR’s mobile-first Work Anywhere® platform enables employees to manage HR tasks, including updating personal information, monitoring healthcare benefits, and reviewing paystubs and payroll details. Our SHRM-certified professionals even extend guidance on training best practices for both mandatory courses and additional professional development opportunities.

Additionally, we tailor HR support for consumer goods companies across payroll, compliance, benefits, and each stage of the talent management process. With over 25 years of industry experience, ExtensisHR is ready to empower both new hires and management teams with a personalized approach to HR success. 

Contact our team today to learn how ExtensisHR’s PEO solution replaces onboarding apprehension with excellence.