Onboarding is the period of integration of a new employee within a company or of an employee in internal mobility who changes position. This career step is essential and a vector of performance when well executed. Unfortunately, this is still rarely the case, which can be costly for the company.
According to a study by Bersin by Deloitte, 4% of new employees leave their job after a disastrous first day, and 22% of staff turnover takes place during the first 45 days on the job. So, how do you ensure that an employee takes up a position successfully?
Here is how to offer a successful onboarding experience to your new employees in 4 steps!
The forgotten step
The onboarding phase begins as soon as the recruiter says YES to the employee. This announcement marks the beginning of the collaboration and the first challenge is to avoid the 'black hole' that can exist between Yes and Day 1.
Many companies too often reduce this period to simple exchanges of administrative documents by email. However, this is an ideal time to maintain the link with the recruited person, establish the relationship in case they have questions before their arrival, allow them to take ownership of key elements related to their position and the company. All of this contributes to preparing for the arrival of the new employee by promoting a sense of belonging.
▶️ You can even personalize your reception beforehand (group meal or with 1 single person), your workstation and sending the agenda for the first week.
Thanks to good communication upstream, we will have all the elements to make the arrival of the employee on D-Day a success. Make sure you agree on the time and day of arrival, and a detailed agenda. The meals of the first week are often ideal moments for informal exchanges. We want to avoid, of course, that the newcomer finds himself alone.
An important moment of the reception is the discovery of the work environment. To make a splash, of course, make sure it is clean, with the necessary equipment and why not personalized welcome gifts. The goal is to surprise the employee while reflecting your corporate culture. This attention is all the more striking in the age of partial remote work.
▶️ From the beginning, encourage the person to ask questions and write down their observations or proposals: the last thing you want is for them to be passive in this process. His fresh perspective must be valued, for example during a closing point at the end of each day.
The integration of a collaborator is not done in a day! It is common to get caught up in everyday life, and not to go through with the planned support - thinking that everything is in order. However, it is important to establish and respect a follow-up schedule until full performance in office.
A clear and maintained follow-up several months after the arrival will reinforce the integration of the employee and will accelerate his performance. This follow-up makes it possible to validate with the employee:
- His good understanding of the position and business priorities
- Control of the resources at its disposal (team, equipment, access, etc.)
- His performance objectives and an engaging individual development plan
- Potential opportunities / obstacles, and how to seize / circumvent them
- His ability to be proactive and work with others while reflecting company values
▶️ A good practice is to have a 100-day plan including a minimum of 4 appointments dedicated to integration follow-up with the manager.
Making a statement at the end of the onboarding allows you to close the integration phase in time and celebrate it. This is the perfect time to hear his feelings about his first months, make sure he lacks nothing to succeed in his position. Now he has the possibility to project himself within the business.
There is no better time than when you start your job to immediately empower them. If you have questions or to discuss about our individualized pathways for onboarding, you can book an information call with Caroline here.