What do new employees expect from onboarding?
Before I explain the three phases of onboarding, let me first explain what new employees actually expect from onboarding. Unfortunately, it is not enough to simply offer onboarding.
New employees usually have certain expectations of the onboarding process that should help them to integrate quickly and effectively into the company.
For example, they expect clarity about their role and responsibilities. It is important for them to have a clear idea of what is expected of them and how their performance will be evaluated.
They also want to learn more about the corporate culture, values, goals and history so that they can better identify with the company.
New employees also expect appropriate training and induction in order to familiarize themselves with the company’s workflows, processes and systems.
They also want regular feedback from their line manager and support with questions or problems during the onboarding process.
Integration into the team is also an important aspect for new employees, as they want to have the opportunity to get to know their colleagues and understand how they can work together.
By addressing these and other expectations and providing a well-structured onboarding process, companies can help new employees settle in faster, work more productively and stay with the company for the long term.
Now that we have clarified what employees expect from an onboarding process, let’s move on to the three phases of an onboarding process.
Phase 1: Preboarding
Preboarding is the first step in the onboarding process and refers to the phase that takes place before the employee’s official start date.
During this time, companies can already integrate the new employee into the company and prepare them for the start by carrying out various activities to ensure that the new employee has a smooth start.
These activities include, for example, sending a warm welcome message to the new employee to make them feel like they are already part of the team.
In addition, important information such as company guidelines, forms for personnel administration and other relevant documents can be provided.
If necessary, access data for IT systems can already be provided during the pre-onboarding phase so that the employee can start working productively immediately.
Companies should also give new employees the opportunity to clarify any unanswered questions or obtain additional information about their future workplace.
Through structured preboarding, companies can already ensure at this stage that new employees feel welcome and are well prepared before they officially start work.
Phase 2: Orientation phase
The orientation phase in the onboarding of new employees is an important phase that aims to familiarize the new employee with the company, its goals, values, culture and working environment.
During this phase, the new employee receives an introduction to the company structures, processes and procedures.
This may include the employee getting to know the team and colleagues, receiving a tour of the company’s premises and receiving information about company policies, working hours, vacation policies and other relevant internal regulations.
In addition, the orientation phase may also include training and introductions to specific tools or systems that the employee will use during their work.
The orientation phase also provides an opportunity for the new employee to clarify open questions and familiarize themselves with the expectations of their role.
Ultimately, the aim of the phase is to help the new employee settle in quickly and become productive. At the same time, they should be given a sense of belonging to the company and feel comfortable in their new working environment.
Phase 3: Integration phase
The integration phase in the onboarding of new employees focuses on integrating the new employee into the daily work processes and team dynamics.
During this phase, the focus is on ensuring that the new employee actively participates in projects and tasks and fits in with the team.
This may involve the employee attending meetings, working on team projects and collaborating with colleagues to achieve company goals.
At this stage, it is very important to give the new employee continuous feedback and help them settle into their role.
In addition, mentoring programs or regular check-ins with supervisors or mentors can be set up to ensure that the new employee is receiving the necessary support.
The purpose of the integration phase is to help the new employee not only learn the ropes, but also integrate socially into the team.
A positive working environment and strong integration into the team will help to ensure that the new employee is successful in the long term and feels comfortable in the company.
What are DOs and DONTs in the onboarding process?
DO’s:
1. Clear communication
Ensure that the new employee receives clear information about their first day at work, the expectations of their role and the company culture.
2. Welcome culture
As a company, create a warm and inviting atmosphere to make the new employee feel welcome.
3. Structured induction plan
Create a structured induction plan to help the new employee settle in quickly and become productive.
4. Mentoring and support
Offer mentoring programs or regular check-ins to ensure that the new employee receives the necessary support right from the start.
5. Feedback and recognition
Provide regular constructive feedback and recognition for good performance to boost the new employee’s confidence.
DONT’s:
1. Being unprepared
Avoid leaving the new employee unprepared or without clear instructions on the first day of work.
2. Overwhelm
Avoid overwhelming the new employee with too much information or too many tasks. A structured induction plan is important.
3. Lack of communication
Avoid withholding important information from the new employee or leaving them in the dark.
4. Lack of integration
Do not neglect the social integration of the new employee into the team and the corporate culture.
5. Lack of feedback
Don’t forget to give regular feedback and recognize the new employee’s progress.
