Need an onboarding program? Get inspired by bol.com or AWL!

You are looking for a successful onboarding program example. And we are glad you are! That means you recognize the importance of a warm welcome. Now that you know what onboarding is and why it is so important, it makes sense that you want to get a clear picture of it.

First, read the article on onboarding new employees for more background information on onboarding.

So, what do the onboarding programs of other companies look like? To provide you with a good answer to this question, we interviewed bol.com and AWL. In this blog, we hope to inspire you!

But first... Would you like to download the Onboarding Checklist for free?

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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!

Onboarding program example: AWL

AWL is a global partner for automated joining solutions. From robotic welding machines for the automotive industry to the logistical handling of fencing. Onboarding is also an important topic at AWL. onboarding

“AWL has 750 employees and operates in a labor market with significant shortages. Good onboarding is therefore essential,” says Mark Voortman, HR officer at AWL.

On their first day, new employees watch a presentation about AWL. It contains practical information to ensure the first few weeks run smoothly. The first day is the official start of the 100-day onboarding program. After that, the new employees go to their workstations. There, they are welcomed by their team leader, given a tour, and have a cup of coffee to get to know each other better.

Furthermore, the new employee receives an onboarding schedule for the first few weeks. This is an overview of activities and actions to be completed within the timeframe of the onboarding process. An evaluation meeting takes place after two months.

Within AWL, PLC engineers are incredibly important, but there is a huge shortage of them. As a result, onboarding for junior PLC engineers is primarily focused on training, so they learn how to program AWL machines. The goal is for someone to be able to program a machine according to the AWL standard within 100 days. After 100 days, the new colleague is actually assigned to a project.

The first 100 days are truly an investment in the employee.

Did you know that microlearning is a very effective way of transferring knowledge, especially during the first few weeks of someone's employment? That very first period can be quite hectic and overwhelming for someone, which is why it is not recommended to overwhelm your new colleague with information. Microlearning is the solution!

Onboarding results

“New employees know much more about AWL than when we didn't use this onboarding program yet. Moreover, they know how to find the right people faster. The new employees who are onboarded this way are very enthusiastic about the process and have a better ‘feel’ for AWL!”

Mark's tips for a fantastic onboarding program for new employees

1. Personal contact

Of course, as much as possible is done online these days, but that doesn't have to mean personal contact is impossible. For example, pair a new employee with a buddy!

2. A good start

Make sure the first 10 days go really well. They are crucial for employee retention.

3. Stakeholders

Who are the key stakeholders? Keep this in mind during your onboarding.

4. A warm welcome

A warm welcome remains incredibly important. Don't forget it.

Onboarding schedule example: bol.com

At bol.com, they also place great value on onboarding new employees. To learn more about this, we spoke with Joep van Malsen, Learning & Development specialist at bol.com.

At bol.com, it starts with pre-boarding.

“At bol.com, we don't wait until the first day to start onboarding. No, it begins the moment someone signs their contract. That’s when pre-boarding starts,” says Joep. Two weeks before their first day, every new employee receives a welcome package with a personal note from the team involved in their onboarding. One week before their first day, a bouquet of flowers is delivered to their home!”

The first day takes place at the head office in Utrecht. Together with all the starters for that month, the new colleagues receive an introduction to bol.com's values and their promises to customers. They also get information on how the online store is structured.

Next, they are immersed in the blue world of bol.com through the customer journey. That journey consists of several phases.

1. The website‍

The journey begins on the website, where the product range can be found.

The new employees get answers to the following questions:

• How are those pages on the website actually structured?
• How do you optimally guide the customer through this? This can be a complex task, as the customer has to find the desired product among an offering of over 20 million items.

2. The payment process‍

Once the customer has found the desired product, the payment process follows.

New colleagues then get answers to the following questions:

• Which payment method helped bol.com grow?
• How are fraudsters detected?

3. The logistics process

After payment, the logistics process naturally follows. A visit to the bol.com Fulfillment Center is a must here. The new employees travel to Waalwijk by bus, lunch pack included. For many, it is the highlight of the two days.

But in some cases, delivery of the package is not yet the end of the customer journey. That means: on to customer service!

4. Customer Service

Now and then, there is still contact with Customer Service. The two days are wrapped up together with the Social department (of the famous Facebook posts). Fully in line with the company culture, they finish with drinks. The managers and the new colleague's teams join in as well.

Did you know that as an HR professional you can benefit in many more ways from putting together a customer journey? Read more about the employee journey.

Additional onboarding sessions

By the way, these drinks do not mark the end of the onboarding period. No, the entire onboarding program at bol.com lasts three months. During these three months, there are four more sessions for the new employees, in between their work!

1. The new hire day (1.5 weeks)

On this day, all members of the management team take the new employees through the story of bol.com: the purpose, the strategy, and the company culture. Of course, each director also talks about their department. The new colleagues' questions guide the stories.

2. Lunch with the directors (1.5 months)

This lunch is the reverse of the New Hire Day, because here the new colleagues do the talking. Using a presentation, they give feedback on how they have experienced working at bol.com so far. What is already going well and what could be better?

3. Listening in on customer service (2 months)

This way, everyone can feel deep down what it is all for. Even if your role does not involve direct customer contact.

4. Closing session (3 months)

This closing session is a time to reflect on the adventure of the past three months. There is also a look ahead, and a toast to the future.

5. Internal training

In addition to the general onboarding, there are also some 80 role-specific introductory training courses. The goal of these courses is to get colleagues up and running in their role as quickly as possible. To optimize this process, time has been invested in developing functional learning paths. This makes it quickly clear to new colleagues which training they need to take and when.

Onboarding results

According to bol.com, the success of the onboarding period shows in 4 things: 

• New bol.commers are productive within a short period
• Greater engagement and enthusiasm among new hires
• Lower turnover in the first year
• Employees experience more structure

“The most important result for us is that new colleagues find their first period on the job very pleasant!”

Joep's tips for a fantastic onboarding schedule for a new employee

1. Support

Ensure support within the organization. At bol.com, we are fortunate that our management and supervisors are convinced of the value of good onboarding. Involve them in the onboarding process!

2. Productivity

It is good to get new employees working early on. This makes them feel useful. The team should think about introductory tasks for the new colleague in advance.

3. Gathering feedback

Furthermore, make sure to ask new colleagues about their experiences during the onboarding process. This is the most important step according to Joep. People quickly fall into the daily routine. However, fresh perspectives are very valuable for discovering areas for improvement. These evaluations also serve as a guide for changes that need to take place within the organization's culture.

Does it turn out that your organization is ready for change? Then read this blog with tips on organizational change.

Digital onboarding

As you can read above, (digital) onboarding yields a lot for large companies. But onboarding also has a positive influence on job satisfaction, lead time, and productivity for smaller companies. In times of corona, it is always good to look at the possibilities of digital onboarding. You can do this by using an LMS. With Pluvo, for example! This makes automating your onboarding process easier than ever!

We hope you have been inspired by the onboarding program example from AWL or bol.com. Do you also want better onboarding? Then go to: Everything for onboarding new employees! With Pluvo, you can easily create your own digital onboarding.