Onboarding in production: turn new hires into long-term employees

Does this sound familiar? The vacancy on the production floor is finally filled, but after a few days the new hire knocks on your door. It wasn't quite what they had expected after all. Or worse: someone calls in sick after a week, or stops showing up altogether. 

What a waste! With good onboarding, this could probably have been prevented. Research shows that a warm welcome makes a new colleague 18 times more likely to become a “keeper.” In addition, employees become more productive because a good onboarding period helps them integrate faster, work more efficiently, and experience less stress. 

Onboarding is not a luxury but a necessity, especially in the production sector!

Onboarding is really a must for every new colleague. Still, we consider good onboarding for employees on the shop floor extra important. On average, the work pace there is higher, there is more emphasis on quantitative output, and there is a greater risk of accidents due to unsafe situations than in other work environments. Moreover, production is often a colorful melting pot of all kinds of cultures and languages. Wonderful, but miscommunication also lurks, because you understand each other a bit less well.

If your new colleague on the shop floor hasn't been properly onboarded, it will inevitably lead to lower productivity, mistakes, and dangerous situations. And that's before we even get to the seemingly “softer” (but actually even more costly) aspects: if employees feel unwelcome and insecure, it significantly increases work stress. In the best case, your new hire leaves early of their own accord. But it's also possible that absenteeism shoots up like a rocket; an unpleasant and expensive process for both parties.

In short: make sure you have good onboarding

It should be clear: a good start is half the battle, especially for your production employees. Request our onboarding checklist, full of practical tips about a new colleague's onboarding period. And of course, we also have a few ideas up our sleeve in this context that you can put to good use in the production sector. 

1. Start onboarding even before the first day of work

Don't wait to start onboarding until the formal start date. Make that connection with the new colleague a few weeks earlier. For example, by inviting them once to your weekly Friday afternoon drinks. An informal, friendly introduction like that makes the first day of work a lot less nerve-racking.

Or send an email a week before the start date with a friendly welcome video from the team, or an interactive tour of the building. Also include a link to your online knowledge platform, where you of course have already created an account for the new colleague. And that brings our second tip into the picture!‍

2. Digital onboarding

Onboarding doesn't have to be face-to-face only. Do you have an online knowledge platform? Then digital onboarding is almost a piece of cake. Short online learning modules on, for example, machine use, hygiene, or work instructions make it easy to look up, repeat, and practice knowledge. And that's handy, especially if you have many temporary or seasonal workers.

In digital onboarding, pay attention to official matters such as the employee handbook, the safety protocol, and the absence procedure. But almost more important are the more social need-to-knows, such as dress code, working hours, and how breaks and lunch work (do you have to bring your own lunchbox, or is there a canteen with a choice of menu?). And, especially at somewhat larger companies, an old-fashioned “who's who” book with pictures, names, and roles of colleagues can be very handy for quickly finding your way around the company. After all, so much comes at a person during such a first period at a new organization that they can really use this kind of support.

When setting up the digital onboarding (and actually the rest of the knowledge platform too), take into account the average knowledge and language level of your target group. If not everyone is likely to be digitally skilled or own a computer, make your platform easily accessible via phone. If you expect that some people struggle with reading and writing in the Dutch language, use more photos and imagery or infographics and put a translation of important information online. 

3. Pair new employees with a buddy

Don't let new colleagues flounder too much. Instead, pair them with their own buddy: an experienced employee who knows the ropes and enjoys answering questions about the company and the way of working. Such personal guidance leads to faster integration on the shop floor and prevents the new employee from drifting and perhaps even leaving early. 

Don't limit the buddy's involvement to the first few weeks; also schedule a few meetings during the first year of work. Don't make it too heavy. Call it a “coffee moment,” for example, with enough room built in for asking questions and giving personal feedback.

4. Onboard and train step by step

In the production sector, almost everything revolves around planning and overview. That applies just as much to onboarding new employees. So make sure you have a structured onboarding program with concrete tasks, goals, and a clear timeline. That way everyone – employee and manager alike – knows where they stand and what they can expect from each other. 

Has the probationary period ended and your new colleague proven to be a welcome addition? If so, start a conversation about a personal development plan as soon as possible. That might sound a bit vague, but it certainly doesn't have to be. Training requests regarding product knowledge, emergency response (BHV), or a specific type of driver's license could easily be on your employee's wish list. It is important to discuss this and document the agreements clearly. This not only provides clarity, but also confirms to the employee that they are being taken seriously.

Even smaller organizations without a separate training department can encourage their employees' development, although they may need to be a bit more creative. Need some inspiration? Read our special blog about personal development in smaller organizations.

5. Celebrate milestones

Has someone's probationary period ended, or have they successfully completed a training course? Acknowledge it, for example during a coffee break. Making small successes visible boosts confidence and motivation. Moreover, it strengthens the connection with the team and can inspire others to reflect on their own personal development.

This personal attention is not just an important factor during the onboarding period. Small gestures at special moments, such as a compliment, a personal card, flowers, or a mention on the intranet, increase the sense of belonging and reduce turnover.

Furthermore, it does wonders for your employer branding, so we say: invest in it!

Onboarding with impact

Effective onboarding is more than just a mandatory chat on the first day and handing out a manual. It is an investment in safety, engagement, and productivity. Onboarding your new colleagues doesn't have to take up a huge amount of your time as an HR professional or manager if you use smart digital tools. Want to know more or need more inspiration? Experience the power of Pluvo for yourself! Click here for a demo or call +31 (20) 560 5001.