Four fresh onboarding principles – Maintain strong!
Onboarding has become the new buzzword. These are the few who dare to deny the importance of a good start for the new employees. Nevertheless, there are shaking statistics for employee flights within the first year. We give you four fresh bids on those areas of the board that you do not want to fail to maintain your employees.
The new employee starts today! During the week, your busy calendar allows only a few glitches of ‘the new’ and to your surprise, you do not see the energy in his eyes you expected. After six months there is a resignation on your table. What went wrong?
Failing onboarding
As Director of Elvium Jesper Andersen has followed the HR industry for many years and sought to alleviate the burdens that burden HR’s shoulders and budgets. Using Elvium’s online recruitment system, companies can quickly and accurately select the right candidates. But what does it make if they do not like it when they are employed?
“In general, many companies spend a lot of money on recruitment, but fail to onboard!” Says Jesper Andersen.
He points out that employee performance can often be linked to inadequate training just as dissatisfied employees perform far worse than if they were satisfied. The chore of job satisfaction must be laid in first.
So what can you do? Jesper Andersen has 4 bids:
Put your onboarding into system!
When do you do what? The failing onboarding, as in the example above, is rarely a lack of will, but lack of structure. Make clear where your new colleague is going to go and what should be alright. Set time and effort for the task and remember the tasks by making reminders and calendar appointments. Be sure to keep your plans and data in one place so personal data is protected as best as possible.
Take care of the practical!
It may seem completely banal and yet there are often new employees starting up with a missing desk. And how sad it must be? Almost like being forgotten. And not least humiliating to start their first day to go begging for the right to be.
So, there must be words in the practical stuff, all the way down to the details. Is there a computer, username and password, business card, desk, greetings or flowers on the table? What else is required to quickly fall safely and happily into your own frame and culture?
Who does what?
A good onboarding involves a number of colleagues and equally important is to control the physical equipment, so your colleagues must be well-off, cool and motivated to help the new ones in place. A good working environment is about relationships and if the new ones are to be trained by a fortunate, irritated or unprepared colleague in their first time, it gives a very small picture of the workplace.
The relevant colleagues must, therefore, feel ready to meet the new ones, it has to be planned and an urgent alternative must be prepared if a colleague becomes ill.
Onboarding must be followed up!
A good onboarding takes longer than you think. Even in cases where there is no need for proper training, it is still necessary to take care of the new ones and support them in their first framing time. Then the time can still offer ambiguities, amazement, inconsistencies or cultural confusion – all things that can lead to long-term misfortune or be resolved in a moment. Therefore, schedule 1: 1 calls in the months to come and be listening. Perhaps the company can also learn something new.
Source from Elvium Aps– https://www.linkedin.com/pulse/fire-friske-onboardingprincipper-der-fastholder-vibeke-nyfos/
