Hiring the right person is just the beginning. If you don’t onboard them properly, you’re setting them—and your agency—up for frustration, miscommunication, and eventual turnover. Onboarding is more than handing someone a laptop and an HR manual; it’s the foundation for their success at your agency. And let’s be honest—successful employees are the key to a successful agency. If you want to scale, attract buyers, and eventually sell for top dollar, your onboarding process has to be bulletproof.
Here’s how you can set up an onboarding process that doesn’t just help new hires adapt but sets them up for long-term success.
Step 1: Preboarding – Set the Stage for Success
Onboarding begins before Day 1. Preboarding ensures that when your new hire walks through the door (or logs into their first remote meeting), they feel prepared and excited to join the team.
Checklist for Preboarding:
- Send a Welcome Email: Include their start date, time, and what to expect on their first day.
- Provide a Team Introduction: Share a brief overview of the team they’ll be working with and their responsibilities.
- Set Up Their Tools: Ensure their email, software accounts, and hardware are ready to go.
- Share Onboarding Materials Early: Send over your employee handbook, job description, and any relevant SOPs they’ll need.
A smooth preboarding process shows the new hire that your agency is organized and invested in their success. It’s also a chance to start building excitement and alignment before they even start.
Step 2: Day 1 – Start with Clarity and Connection
The first day should focus on making your new hire feel welcomed, informed, and ready to hit the ground running.
What to Do on Day 1:
- Start with a Warm Welcome: Whether in person or over Zoom, have their manager or team lead personally greet them.
- Review the Role and Expectations: Go over their job description, key metrics, and how their work ties into the agency’s larger goals.
- Provide a Team Overview: Introduce them to their colleagues and share how each role contributes to the agency’s success.
- Assign a Buddy: Pair them with a seasoned team member who can answer their day-to-day questions.
- Walk Through Tools and Systems: Give them a guided tour of the platforms they’ll use daily.
First impressions matter. When you make Day 1 a positive and productive experience, you’re setting the tone for their entire journey at your agency.
Step 3: 30-Day Check-In – Early Wins and Alignment
The first 30 days are about learning and integration. By the end of this period, your new hire should feel comfortable with their role and understand your agency’s workflow.
30-Day Checklist:
- Review Goals: Sit down with your new hire to review the short-term goals you set for their role. Are they on track?
- Assess Training Progress: Confirm they’ve completed any training modules or SOP reviews.
- Gather Feedback: Ask them what’s working, what’s unclear, and what additional support they need.
- Encourage Team Bonding: Ensure they’ve had opportunities to collaborate with their team.
- Evaluate Culture Fit: Discuss how they’re adapting to your agency’s core values and work environment.
The 30-day check-in is critical for spotting and addressing any potential issues early. It’s your chance to ensure they feel supported while also holding them accountable.
Step 4: 60-Day Check-In – Building Momentum
By Day 60, your new hire should be fully immersed in their role and delivering results. This is when you transition from “onboarding” to “performance-building.”
60-Day Checklist:
- Evaluate Initial Performance: Review their progress against measurable KPIs. Are they meeting expectations?
- Discuss Strengths and Weaknesses: Highlight where they’re excelling and where there’s room for improvement.
- Encourage Initiative: Discuss opportunities for them to take ownership of specific projects or responsibilities.
- Review Team Dynamics: Check how they’re collaborating with the team and contributing to its success.
This check-in ensures your new hire is not just meeting expectations but starting to exceed them. It’s also a chance to reinforce their confidence and show them how they’re adding value.
Step 5: 90-Day Check-In – Full Integration
At the 90-day mark, your new hire should be operating like a seasoned team member. This is where you assess long-term fit and ensure they’re set up for continued growth.
90-Day Checklist:
- Confirm Role Mastery: Ensure they’ve fully grasped their responsibilities and are consistently delivering results.
- Set Long-Term Goals: Work with them to outline their objectives for the next six months to a year.
- Discuss Career Development: Talk about growth opportunities within the agency and how they can contribute at a higher level.
- Solicit Feedback: Ask what they need to succeed and improve their role further.
- Reinforce Culture and Values: Reiterate your agency’s mission, vision, and values, ensuring they remain aligned.
The 90-day check-in isn’t just a wrap-up; it’s a launchpad for long-term success. It’s your opportunity to set clear expectations for their future contributions and keep them motivated.
Why Onboarding Matters for Your Agency’s Growth and Saleability
A strong onboarding process doesn’t just help you retain talent—it makes your agency more scalable and sellable. Buyers want to see an agency where employees are well-trained, aligned with the company’s mission, and capable of operating independently. Your onboarding process is the foundation for building that kind of team.
When you prioritize onboarding, you’re not just investing in your team—you’re investing in the future of your agency. Well-onboarded employees are more engaged, more productive, and more likely to stick around. And when you decide to sell, that translates into higher valuations and more interest from buyers.
Final Thoughts
Onboarding isn’t just an HR task; it’s a strategic tool for building a stronger, more resilient agency. By creating a structured process with clear milestones at 30, 60, and 90 days, you’re not just setting your new hires up for success—you’re setting your entire business up for growth.
Remember, the goal isn’t just to get someone up to speed. It’s to turn them into a high-performing, aligned team member who contributes to your agency’s success. Nail this process, and you’ll not only retain your best talent—you’ll build an agency that thrives, grows, and attracts premium buyers.