Onboarding
Onboarding is an important process to ensure new employees are quickly integrated into the company. From understanding company culture and values to mastering their new role, effective onboarding helps build a strong foundation for long-term success for both the employee and the company.
See also: Crossboarding | Offboarding | Preboarding | Reboarding
What is onboarding?
Onboarding is the process of introducing new employees to the company. This includes everything from administrative work to giving the new employee an understanding of the company structure, culture and goals. Effective onboarding can last several months and is designed to ensure that the employee quickly becomes a productive part of the team. Part of this process can also include preboarding, which is the preparatory phase before the official start date.
What is onboarding?
Good onboarding is crucial because it lays the foundation for the employee's experience of the company. A well-executed onboarding increases employee satisfaction and can help retain talent for longer. When an employee feels welcome and well-equipped for their new role, they are more likely to stay and perform at their best.
- The good onboarding process
What should a good onboarding include?
An effective onboarding process should include several key elements:
- Clear expectations: Employees should know from the start what is expected of them in their new role.
- Introduction to company culture: Provide a thorough introduction to company values and norms.
- Ongoing support: Make sure the employee has access to the resources and support they need both during and after the onboarding process.
- Focus on social relationships: Help employees establish relationships with their new colleagues through introductions and team building activities.
- Tips and tricks
Five concrete tips for a good onboarding
- Start with preboarding: Prepare the new employee before the first day by sending important information, documents etc. in advance. This also reduces any nervousness on the part of the employee as they will have an idea of what's going to happen beforehand.
- Assign a buddy: A buddy can be a valuable resource for new employees who need guidance and support. Choose an experienced colleague who can introduce the new employee to the company culture and answer daily questions.
- Involve the whole team: Make sure both colleagues and managers are involved in welcoming new employees.
- Focus on culture and values: Make company culture a central part of the onboarding process.
- Introduce tasks gradually: Start by assigning tasks at a pace that allows the employee to adapt. Gradually increase responsibilities over time and provide regular check-ins to ensure the employee feels comfortable and supported.
- The poor onboarding process
What is bad onboarding?
Poor onboarding is characterized by a lack of structure and insufficient support. This can lead to the employee feeling insecure, undervalued or unprepared for their new role, which can ultimately result in resignations and associated high personnel costs.
Did you know that...
- 64% of new hires say they lack clarity about their role.
- Almost half of new employees still don't understand their company's mission and values after 90 days.
Who is responsible for onboarding?
Onboarding is a collaborative task that requires coordination between multiple departments to ensure the successful integration of new employees. Here is an overview of an example of the different roles and responsibilities in the onboarding process:
- HR department: HR plays a central role in onboarding by handling all documentation, payroll, etc. HR often also ensures that new employees receive the necessary information about the company's structure and organization and is available to answer any questions.
- Colleagues: Colleagues contribute to onboarding by showing the new employee how the team works together and how to get things done on a daily basis. They should also take an active role in integrating the new employee into the social life of the workplace.
- Mentor/Buddy: A mentor or buddy acts as a daily support for the new employee. They introduce the employee to team members and other colleagues in the organization, review informal rules and policies, and are available to answer questions that may arise in everyday life.
- Management: Management helps the new employee understand the company's mission, vision and values as well as the strategic goals and targeted results. They also review the overall roles and responsibilities within the company and describe the company culture from a higher perspective.
How long does onboarding take?
The duration of onboarding can vary, but often extends over several months and includes regular follow-ups. For some companies, onboarding can extend up to a year to ensure the employee is fully integrated and comfortable in their role.
A well-executed onboarding process is key to ensuring new employees feel welcome, understand their role, and become productive members of the team. By investing time and resources in a structured onboarding process, companies can increase employee satisfaction, improve retention and ensure long-term success.
- FAQ
Frequently asked questions about onboarding
Onboarding is the process of introducing new employees to the company, including administrative tasks, introduction to company structure, culture and objectives.
Onboarding can range from several months to a year, depending on the company structure and the employee's role.
Onboarding is a joint task involving the HR department, colleagues, a mentor/buddy and management. Each has specific roles in the process.
Good onboarding increases employee satisfaction, improves talent retention and helps new employees become productive quickly.
It's important to have regular follow-up calls during the first few months, typically weekly at first, and then monthly to ensure the employee is thriving and developing in the role.
Social relationships can be fostered through team building activities, introductions to colleagues across departments, and encouraging existing employees to actively include the new employee in social settings.
The HR department typically handles documentation, payroll, and provides information about the company structure and organization. They are also available for questions and often coordinate the entire onboarding process.
Management can contribute by communicating the company's mission, vision and values, describing the strategic goals, and providing an overall perspective on the company culture and organizational structure.
