Onboarding – how companies can make it easier for "newcomers"
Every company faces the challenge of training new employees every now and then. This requires a lot of time, money and commitment. It is therefore in the best interests of every company to retain new employees.
Once the contract has been signed, the first step has been made. And then? Every "newcomer" wants to be taken by the hand a little. A new start is always exciting and emotional. Anticipation, hopes and expectations, perhaps also uncertainties or fears such as: "Can I do this at all, can I really manage it" accompany us. The start harbours new challenges not only for the new employee, but also for the employer.
Everyone - the company, the existing team and the new employee - has the same goal: to settle in quickly, familiarise themselves efficiently and feel comfortable. However, there is often a lack of coordination and definition of responsibilities when it comes to realising the common goals in order to overcome the second hurdle effortlessly. It is therefore advisable for companies to take a close look at the onboarding process. If the new employees are introduced to the company, the circumstances and the do's and don'ts in a structured manner, a positive feeling is created among the new colleagues. They are fully motivated right from the start and it is easier for the ‘newcomers’ to quickly find their feet and do productive work.
Onboarding process
The onboarding process is used to "onboard" new employees. The process begins with recruitment and includes the entire integration process.
Close employee retention, identification with the corporate culture, higher labour productivity and social integration are among the main objectives of the onboarding process. Only when employees are fully integrated into the company has the recruitment and therefore the onboarding process been successful.
Many employment relationships fail during the trial period, which companies want to avoid for financial and efficiency reasons.
Preparation phase (proboarding)
The company must first develop a sound onboarding process and define what is important and what should be communicated to new employees.
- What is the first impression the company wants to leave with employees?
- What do new employees need to know about the corporate culture and working environment?
- What do business processes look like and what role do new employees play in them?
- What goals are set for the employee?
- What onboarding tools are available (introductory seminars, organisational handbook, induction process, etc.)?
Preparations before employees start
The onboarding process begins before the first day of work, actually as soon as the contract is signed. All precautions must be taken to ensure a positive and smooth process.
Employees need to know when and where their first working day starts, what the dress code is and what materials are required. The company also needs to prepare the infrastructure, login, business keys, and plan the induction. Every new employee is also happy to receive a welcome gift.
Orientation phase
First day of work
The first day at work is crucial because, as mentioned at the beginning, first impressions count. A warm welcome, a round of introductions and a first lunch together go a long way towards making you feel welcome.
First month
The first few weeks of the onboarding period are all about getting to know your new colleagues and familiarising yourself with your tasks and the organisation. If a person responsible for the onboarding process is defined, there will immediately be a contact person for all issues and questions. It also helps to better integrate the newcomer into the team.
Feedback is an important tool, especially in the early days. It is a good idea to organise a short feedback session every week. This gives line managers the opportunity to provide input and also gives the new employee the chance to express their well-being.