New Employee First Week Checklist for Hospitality & Tourism
A structured checklist covering the essential activities and training needed during an staff member's first week to build their confidence and competence.
Includes food safety compliance (HACCP), RSA requirements, liquor licensing documentation, and tourism accreditation record keeping.
Complete Checklist
- 1Complete detailed role-specific training on core tasks and processesCritical
- 2Walk through all relevant standard operating procedures
- 3Provide training on key software systems and tools used in the role
- 4Introduce the new staff member to staff in other departments they will interact with
- 5Review guest service standards and communication expectations
- 6Explain the performance review process and how success is measuredCritical
- 7Walk through the leave application and approval process
- 8Explain overtime, penalty rates, and payroll processing timelines
- 9Review workplace behaviour expectations and the code of conduct
- 10Provide a experience or service overview so the staff member understands the business
- 11Allow shadowing time with experienced team members
- 12Set initial short-term goals for the first 30 daysCritical
- 13Conduct a daily informal check-in to answer questions and provide support
- 14Hold a formal end-of-week check-in to review progress and address concernsCritical
- 15Confirm the training schedule for weeks two through four
Frequently Asked Questions
What should the end-of-first-week check-in cover?
Ask how the staff member is settling in, whether the role matches their expectations, if they have any concerns or questions, and what support they need. Review what they have learned and identify any gaps. Confirm the training plan for the coming weeks and reassure them that questions and mistakes are a normal part of learning.
How do we measure whether the first week of onboarding was successful?
Assess whether the staff member can access all required systems, understands the basic expectations of their role, knows who to go to for help, feels welcomed by the team, and has a clear plan for the next few weeks. Gather feedback from both the new staff member and their manager to identify any improvements for future onboarding.
How much training should happen in the first week versus on the job?
The first week should cover essential knowledge and safety training that the staff member needs before they can work independently. Aim for a 50/50 split between formal training and supervised practical experience. People learn best by doing, so avoid overwhelming them with information-only sessions. Space training out over the first month for better retention.
Need help implementing these checks into your daily operations?
Our team can build custom checklists integrated into your daily operations workflow.