Onboarding in the food industry: greater quality and satisfaction

We have written about this in various blogs before: a good, warm onboarding process is crucial for engaging new employees with your organization and the team they will be joining. But onboarding doesn't just prevent early staff turnover; it is also essential for quality and safety in the workplace. And that is an absolute must in the food industry.

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Onboarding: taking it a step further than just training‍

Perhaps the term ‘onboarding’ feels like just another trendy HR buzzword to you. A fancy English name for the traditional ‘induction program’. However, we see a real nuance. While induction used to be limited primarily to practical matters (such as how to report sick, when you get paid, and how the coffee machine works), good onboarding really gets under your skin. You start to identify with the organization, intuitively grasp its mission and vision, and quickly become an integral part of the company. Someone once described it as ‘being sprayed in the company’s corporate colors’ right from the start.

An employee who has truly come on board with their new employer not only knows which rules must be followed, but also why they are so important.

That awareness is a great asset. If a mistake is made (and let’s be honest, we are all human, so that can always happen), the employee will not hesitate to sound the alarm immediately and take action to rectify the error.

Why onboarding is extra important in the food industry‍

The added value of good onboarding in the food industry is significant. The moment the wrong—let alone dangerous—ingredients end up in food products, you are in serious trouble. After all, a small moment of carelessness can have major consequences for public health. And that’s not even mentioning the reputational damage to the producer, which can linger for years after an unfortunate incident.

It is therefore no coincidence that companies in this sector pay a great deal of attention to HACCP standards and sound, safe production processes.

Furthermore, finding and retaining the right staff is a challenge in the food industry as well. Products are often seasonal, working conditions can be demanding, and competition from other employers is fierce. This leads to high staff turnover at many food industry employers. Intensive onboarding can act as a welcome magnet. After all, people remain more motivated at work. They are also more loyal to their employer because they understand their contribution to the company, which makes them feel like an important and valued part of the team.

Practical onboarding tips‍

Of course, every company has its own identity, just like the people who work there. Nevertheless, we would like to share some tips that we know from experience can help get an onboarding program in a food company off to a great start.

1. Welcome every new employee

Ideally, every employee, regardless of their position or hierarchical level in the organization, adds value to your company. Otherwise, you wouldn't have posted a vacancy. Therefore, offer an onboarding program to every new colleague without exception, from the cleaner to the CFO.

By the way, we don't mean that this program has to look the same for everyone. Quite the opposite. If you tailor it well to everyone's personal knowledge, experience, and role, both the employee and the organization will get the most out of the onboarding process.

You can read tips on how to personalize an induction program in our blog on this topic.

2. Start before the first day

Don't wait until the first day to welcome your new employee. Keep that budding relationship warm! Roll out the red carpet well in advance. For example, consider:

• Sending a warm email to the employee, in which you provide the program for the first day alongside a festive welcome. Do this as soon as possible after the employment contract meeting. In the email, don't just tell them where to report and at what time, but also who they will be meeting. Does the new colleague need to prepare for the day? Then send the documents, or a link to the relevant information, immediately.
• Arranging technical hardware such as a phone, laptop, tablet, or scanner. Naturally, fully equipped with the necessary software and login credentials. Is a tag or key required to access the work location? Send it over, or ensure it is ready and waiting as soon as the new colleague arrives.
• Creating a personal account to gain access to the intranet, the HR system, and the personal learning environment.
  

3. The introduction

Don't throw your new employee in at the deep end on their first day by putting them straight to work. Ideally, this colleague will remain productive for your company for years to come. Therefore, reserve the first day at the very least for a tour of the premises and an initial introduction.

Introduce the new employee personally to their immediate colleagues and key figures within the organization. Don't forget to schedule a meeting with the director, no matter how busy their schedule is. Looking each other in the eye creates a stronger connection than a photo in a staff directory or an automatically generated email.

Devote sufficient attention to the company's values and standards on the very first day. When was the organization founded, who are the most important clients, and what is the vision for the future?

Company culture is also important. How do you give each other feedback, is there room for relaxation alongside work, and is sharing ideas encouraged?

4. On-the-job training

After the initial introduction, it is time for more intensive training as part of the onboarding process. Create a detailed training program that helps the employee understand the processes, systems, and roles within the organization. This will naturally be different for every position.

By using an online knowledge platform, you can easily cater to these individual differences and vary not only the knowledge level, duration, and intensity of the onboarding, but also factors like language.

Furthermore, information can be easily updated, for example, in the case of new work processes or changes in food safety legislation and regulations.

In addition to e-learning, ensure that the employee receives sufficient training and support on the work floor itself. Pair the employee with a mentor or buddy: an experienced colleague who can help answer questions and help them "land" in the department. Social events, such as a casual drink or a staff outing, can also play an important role.

5. Retain and look ahead

Have you succeeded in putting together and rolling out a good onboarding program? Congratulations! However, don't forget to look further into the future after those first few weeks. To retain your employee and, above all, keep them motivated, it is important to check in regularly on how they are doing. Don't just focus on the start; pay sufficient attention to the employee journey.

Is everything clear and are they functioning as expected? Are there any future aspirations or opportunities for growth?

Of course, every individual has their own responsibility when it comes to creating work happiness and a sense of purpose, but don't forget that for some colleagues, the threshold to actually take the right steps can be just a bit too high. This could be due to cultural differences, a language barrier, or a modest personality, for example. That is why it never hurts for a manager or HR advisor to be the first to extend an inviting hand.

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Need more ideas?

Various companies in the food industry have already discovered the benefits of Pluvo, so we have several best practices that we can share with you. Feel free to contact us!