Integrating new employees into an organization is a critical process that affects not only their productivity and satisfaction, but also the overall team dynamic and company culture. A well-designed onboarding process ensures that new team members receive the necessary resources, information and support to be successful in their new role. That's why we show you what to look out for in the three core areas (methodological, social, technical) of good onboarding.
1. organizational preparation: onboarding plan
Before a new employee starts their first day at work, thorough organizational preparation should take place. This includes setting up access, hardware and the workstation, as well as creating an onboarding plan. Read our first part of the onboarding series to find out how to organize the entire preparation and pre-onboarding process: How you as a company can score points with employees with pre-onboarding. The onboarding plan is definitely also part of the actual induction. Starting with the time structure, in which weeks what will be done, when check-ins on interim results will take place and how many months the onboarding phase will last, creates a good alignment of expectations. In this onboarding plan, you should definitely include social topics such as getting to know the team or technical and methodological topics, as well as points such as the way of communication, decision-making or forms of leadership within a team. In this way, the onboarding plan provides structure and creates orientation, which results in calm and security in a phase in which everything is new.
2. social integration and feedback
The social aspect of the onboarding process is just as important as the professional induction. We know how great it feels when someone takes us by the hand and gives us guidance in a new, unfamiliar situation. Therefore, provide new employees with an onboarding buddy. Ideally, this is a person from the actual team with a lot of experience of the company; alternatively, a person from the People & Culture department who is also familiar with the company structures is also a good option. An onboarding buddy organizes the first few weeks for the new person. This can include anything from daily check-ins and check-outs to shadowing. The latter means that the new person simply accompanies their onboarding buddy everywhere for two weeks. This works both remotely and on-site. The security of having someone at your side from day one promotes satisfaction and increases productivity.
3. technical familiarization
Professional integration is the last essential core of the onboarding process. This begins with an introduction to the corporate culture, the company values and the presentation of internal communication channels. Targeted training and education ensures that the employee acquires the necessary skills and knowledge to fulfill their role effectively. It is also important to highlight career development opportunities from the outset to encourage motivation and commitment.
Recommendation for managers and team members: It is essential that both managers and team members actively support the onboarding process. Managers should ensure that the necessary resources are provided and that they are open to feedback and suggestions. Team members can make a significant contribution to the successful integration of new employees through their openness and willingness to help. Effective onboarding is a collaborative effort that has long-term benefits for both the company and the employee. Invest in this process and you will feel the positive effects on the team and the entire company.