Filling vacancies is becoming increasingly time-consuming and resource-intensive due to the lack of specialists and managers. If your integration efforts are not convincing, this investment can quickly run out of steam. After all, according to a study by Haufe, 15% of newly hired employees already think about resigning on the first day. In addition, 28% of the HR managers surveyed had already received notice of termination before starting work. Premature jump-off can be avoided by targeted onboarding.
Onboarding is the term used to describe the activities that are carried out before, during and after the start of work in the company:
- systematically prepare for the task and position
- to reach full performance faster
- to make a pleasant start possible
- Giving appreciation (motivation and employee retention)
- strengthen identification with the company (employer branding)
Onboarding = technical training?
Anyone who understands onboarding as the imparting of technical knowledge falls short. According to the Stepstone study “Happiness at the workplace”, good relationships with colleagues as well as clear requirements and goals are the key to a perfect workplace. Whether an employee stays in your company is not only influenced by the technical aspect.
In onboarding, we follow a holistic approach based on three pillars:
01. technical integration
02. social integration
03. value-based integration
The lived integration of new colleagues leads to a welcome culture in the company. There is a standardized integration process, which is individually adapted to the new employee depending on the entry position and personal requirements.
What is the time frame for onboarding?
The integration of a new employee can be divided into three phases:
01. period of time between signing the contract and starting work
02. first working week
03. remaining probationary period
What is to be considered before starting work?
You were successful. The candidate you selected has signed the employment contract. As a rule, weeks or months will pass before your new talent takes up his or her position. You can make use of this phase:
prepare for a smooth start to work to bind the new employee to your company already now
The first week sets the sails
A successful start requires good preparation and an active welcome culture. The smoother the onboarding in the company, the more positive existing colleagues are towards new employees. Here you invest indirectly in your corporate culture.
How does your new employee stay on board?
> Fostering cohesion
Social integration is an essential point for successful arrival during the probationary period. Give your new employee the opportunity to get to know the new colleagues and the values and culture of the company. Team events create relationships that go beyond collaboration. Welcome-days and introductory events are well suited to convey the vision and values of the company. In the best case, these are held personally by the management, a directly perceptible appreciation for new employees.
> Obtaining feedback and offering perspectives
An employee’s induction training is a standardized lonely way. Obtain regular feedback from your new employee, including direct colleagues. Regular employee reviews, in which goals are set, the degree to which they have been achieved checked and further development planned, lead to clarity on both sides. If you already set the dates for this in the induction plan, you show appreciation and commitment.
> Remove stumbling blocks
The meeting of new perspectives and many years of experience sometimes ends in conflicts. Different generations have different values. Speak openly to perceived displeasure and, if necessary, also offer one-on-one discussions. Ask about expectations and encourage them to find solutions together.