Onboarding: a warm welcome in 7 steps!
Research shows that a good start leads to faster productivity, greater job satisfaction, and lower turnover.
The term ‘onboarding’ seems to be the buzzword of 2020. The HR world is buzzing with it.
It’s no surprise given the current overheated labor market, where attracting and, more importantly, retaining new employees is quite a challenge. In our blog from last year, we already wrote about what onboarding actually is and what it entails. This time, we’ll show you through a simple step-by-step plan how to ensure optimal onboarding within your organization at the ultimate moment: even before the employment contract begins.
But first... Would you like to download the Onboarding Checklist for free?
Good news: you can now download the Onboarding Checklist with just a few clicks.
This document contains several crucial points that are part of a new colleague's onboarding period. This way, you won't forget anything and can get started right away!
A tsunami of impressions
A new employee experiences a tsunami of impressions on their first day. Shaking countless hands, logging into an unfamiliar system, getting a feel for a different atmosphere, and oh yes, where was that coffee machine again?
At least, that’s how it goes when someone has actively thought about the introduction to the organization. Because, honestly, they still exist: companies where a fresh employee is just dumped behind a desk. The office key lies silently next to the phone and laptop. Figure it out yourself, is the message.
And the employee? They go home after that first day feeling hungover and lonely. Probably already looking for another job vacancy.
Such a company clearly hasn't understood what onboarding is about: welcoming your employee with such a warm, wonderful experience that they won't want to leave anytime soon.
Hats off!
You are reading this blog about onboarding, so fortunately you are the kind of HR professional or manager who rolls out the red carpet for new staff. You might even write “Welcome” on the door in big chocolate letters yourself. Hats off to you! Because by onboarding staff well, you aren't just doing that awkward new employee a huge favor, but your own organization as well.
Research shows that an employee who receives sufficient attention at the start:
- will be productive faster;
- experiences more job satisfaction;
- and stays with the same employer longer.
Keep these points in mind. Especially now that there are more vacancies than applicants, they are very important.
Pacing is key
However, we do want to give you a word of warning. Of course, put a lot of attention, warmth, and creativity into welcoming that valuable new hire. But please don't do everything at once. Don't let your employee drown!
As we already wrote, all those impressions on that first day are quite overwhelming.
How great would it be if you could let new information, faces, and systems come in gradually? Let your employee get used to the organization immediately after signing the employment contract. Then, on The Day itself, there is more room to soak everything in live and even enjoy the new challenge a little bit.
Smart online
Forget about difficult calendar shuffling for a live introduction ahead of time. Especially if they are still in their old job, that can lead to awkward situations that guarantee stress and discomfort.
In this day and age, it doesn't have to be too complicated to give an employee a smooth start at your company. By making smart use of online possibilities, you can give your new colleague a warm and useful welcome, at the time that suits them best and at the pace that fits them.
How do you do that? You didn't click on the Pluvo website for nothing; we’d love to take you step-by-step into the wonderful world of online onboarding.
Or take a look behind the scenes at AWL & bol.com.
Our top 7 for digital onboarding
1. What do you need to know?
Get HR, management, and leadership together to determine what information is essential for finding your way around the organization quickly and effectively. Most importantly, ask those with recent experience (colleagues who haven't been with the company long) what they missed when they started, but also what they enjoyed during their first few months. Use those insights to build your onboarding program.
2. One online hub for new employees
Set up a central online hub where all information can be found. There are various providers of such training and development platforms, but Pluvo is our favorite, of course ;-). Naturally, you'll want to ensure the site has the right look and feel. Branding, color palette, tone of voice, layout: in short, the entire appearance should perfectly match your company. This way, the employee integrates (often subconsciously) into the company and gets used to the culture and professional jargon.
Discover Pluvo? You can create an account for free.
3. Video content
Provide engaging video content as an appetizer. Use it to welcome the employee and, most importantly, show footage of the workplace. Don't just think about the product or service the organization revolves around. Also, provide a brief impression of the office spaces, the canteen, Friday afternoon drinks, or the running club. These are the very building blocks for long-term job satisfaction.
4. Who/what/where
Don't put your new colleague to the test unnecessarily. Give every employee (as well as the company doctor, confidential advisor, and works council) an honorable mention in a staff directory. Include their name, photo, phone number, email address, and, especially in larger companies, their work location. Such a clear who/what/where guide not only saves a lot of searching during the first few months but also prevents potentially awkward situations.
Let's be honest: nobody can remember the names and roles of a bunch of strangers all at once!
5. E-learning
Present exactly what is expected in the new role on a silver platter. Job content (preferably spiced up with beautiful, relevant photos or videos featuring stories from colleagues) linked to access to all necessary training and courses.
Enrich your online academy with some ‘softer’ support training that can help with maintaining work-life balance, health, and personal effectiveness. Challenge the employee during onboarding to fill out a personal development plan. This provides a great starting point for conversations about career planning and personal growth.
Want to know more about e-learning? Download the 'E-learning Essentials' book for free.
6. Rules, procedures, and facilities
Prevent misunderstandings, mistakes, and even accidents. Make sure the collective labor agreement, rules, and procedures are easily accessible on your onboarding platform. This ensures that before the employee even steps onto the work floor, they are well-informed about their rights, obligations, and facilities. Also, pay attention to absenteeism, vitality, and working conditions.
Een button “Heb je vragen? Neem contact met ons op” met een directe link naar HR is altijd een goed idee.
7. Offline kennismaking
Last, but not least: de link naar een aanmeldingsformulier voor de offline onboarding. Want hoe mooi een digitale omgeving ook is, er gaat niets boven écht onderling contact. Zorg voor een afwisselend programma, met voldoende ruimte voor vragen, opmerkingen en sociale interactie. Durf ook buiten de gebaande paden te gaan – hoe leuk is het als je nieuwe werkgever je verrast met iets dat je nog niet eerder hebt meegemaakt?!
Het hoeft niet groots en meeslepend, als het maar verrassend is. Plan de bijeenkomst snel na de start, het mag geen mosterd na de maaltijd worden!
Pluvo maakt het leuk en makkelijk
Tot zover onze digitale onboarding-top 7. En wij hebben nog veel meer ideeën over hoe je medewerkers snel en goed aan je organisatie kunt binden. Ben je hier nieuwsgierig naar? Heb je vragen, behoefte aan nog meer inspiratie of wil je je laten ondersteunen bij het opzetten van een online onboarding?
Neem gerust contact met ons op. Wij helpen je ook graag met het creëren, beheren en analyseren van assessments, blended en e-learningtrainingen. Pluvo heeft alle kennis, tools, ideeën en expertise in huis om het jou zo leuk en makkelijk mogelijk te maken. Of je nu een grote of kleine werkgever bent!
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