Onboarding processes:
A structured induction plan helps to integrate employees perfectly
Onboarding: Introduction, outlook, significance
Whether your employees make a motivated and committed start within your company is decided by the first days and weeks in their new job. Therefore, a coherent onboarding process is absolutely essential. It is not uncommon for newcomers to leave the company in the first few weeks or months because their expectations have not been met. Particularly with the strained labour market of today and the difficulty of finding employees, you should develop a well-thought-out orientation plan.
But how do companies and the HR department in charge structure the orientation plan in a targeted manner? And what advantages does onboarding offer and what contribution does this process make to the integration of new employees?
When new team members and specialists join, they are initially bombarded with a lot of new impressions and information. Whether new tasks or new people: Everything must first be properly processed in order to then get into action and take over the defined tasks independently. We provide you with help and pointers on how to integrate this process into your company and what expectations you should meet with your newcomers.
Content:
- Onboarding definition: What does it actually mean?
- Onboarding: What you can achieve as a company with an onboarding plan
- Onboarding plan template: These phases of the onboarding process you should establish
- Onboarding: What employees expect from the onboarding phase
- Checklist for successful onboarding
- Dos and don'ts in the onboarding process
Definition of onboarding: What does that actually mean?
An onboarding process is the orientation, hiring and targeted integration of new employees into a company or organisation. Onboarding is a concept that comes from human resources management, which makes it easier for new talents to enter the company, resp. get on board, through fixed measures.
With the signing of the employment contract, the onboarding process starts and ends with the expiry of the probationary period; this usually means after a period of six months. But basically, the complexity of the position (e.g. manager) and the associated tasks determines the duration of the onboarding process.
Onboarding: What you can achieve as a company with an orientation plan
Companies often invest some human and time resources in the orientation and integration of new employees – or they should. Unfortunately, a large number of new employees already fail during the probationary period. The reasons for this are quite different.
However, companies and organisations can significantly minimise this risk. Comprehensive onboarding with a structured orientation plan not only helps the new colleague to better become acclimated and empathise with the company, but also the company itself to present itself as an attractive employer brand.
The advantages that you and thus your HR department reap as a result are wide-ranging:
- Employees start with a lot of motivation in the first few weeks and feel cared for and welcomed in the team.
- Newcomers to the job build their first relationships with other colleagues, find trust in the team and identify more quickly with the culture of the company.
- The onboarding process helps newcomers find their way around a new work environment and helps them to work productively faster.
- New employees feel valued by a structured orientation plan and recommend the company as an employer on the basis of this positive experience.
Orientation plan template: You should establish these phases of the onboarding process
We recommend structuring your own onboarding process in three phases:
![Onboarding Prozess Drei Phasen Onboarding Prozess](/documents/10192/94630/onboardning-fuer-unternehmen-prozess.png/c153ff28-fca9-e6b2-8416-c1dd91cccf67?t=1662373318546)
![Onboarding Prozess Drei Phasen Onboarding Prozess](/documents/10192/94630/onboardning-fuer-unternehmen-prozess.png/c153ff28-fca9-e6b2-8416-c1dd91cccf67?t=1662373318546)
![Onboarding Prozess Drei Phasen Onboarding Prozess](/documents/10192/94630/onboardning-fuer-unternehmen-prozess.png/c153ff28-fca9-e6b2-8416-c1dd91cccf67?t=1662373318546)
Onboarding: This is what employees expect from the orientation phase
However, an onboarding process is not a one-sided affair. Employees also come to the new company with a certain expectation.
You not only want to be introduced to the team and get to know your superiors, but also find a fully equipped workplace including appropriate IT.
Depending on the industry and job title, the newcomers also expect that they will be provided with all the necessary tools and a correspondingly powerful software. In order to avoid disappointment, it is advisable to inquire about these wishes in advance in order to be able to act accordingly in the pre-onboarding phase or to clarify any discrepancies.
In addition, newcomers have a pronounced need for exchange. Be sure to stick to your plan to have regular feedback meetings. This allows your new colleague to better assess their own performance and respond to your feedback. Also use the exchange to communicate your own expectations. Your newcomers need orientation, especially in the early days.
Checklist for successful onboarding
If your company opts for professional onboarding, as mentioned earlier, you should free up resources so that your onboarding plan is successful and can be standardised.
Dos and don'ts in the onboarding process
Even if the preparations are properly executed, there can be shaky moments within the onboarding. If the new employees understand your intention and feel your motivation, faux pas will be forgiven.
Companies often make the following mistakes:
- They confuse pure onboarding with orientation. New colleagues need more than an orientation that focuses exclusively on their own department. Also focus on the human component and integrate the people into the social fabric. You should pursue the professional orientation as a separate program.
- Before the first day of work, there is silence between you. However, it is better to intensify contact with new colleagues. Seek communication and proactively ask if any questions have arisen before starting work.
- They attach little to no importance to a welcoming culture. If you do that, you have bad cards with restarters. Inform your teams that the company is getting an increase in personnel.
- You do not name a direct contact person. Distance fuels mistrust. Therefore: Let them know at an early stage. Give your new team member a timetable for the first few days. So that they directly start with a good feeling about you.
- They do not pursue direct exchanges. But communication is essential, especially at the beginning. Therefore, give feedback at fixed intervals and help your new colleague to grow.
- They disregard business aspects when onboarding. This error can also have a negative impact. Be realistic when planning the time and personnel in the onboarding process and also be mindful that colleagues who carry out the onboarding are pulled out of projects.
Even if a structured onboarding process is associated with effort: In the current time, you should be mindful that a renewed search for suitable specialist personnel represents a significant item (resource, budget).
Think and act in the long term and invest in the future. Because this also benefits your employer brand. If we can support you in your personnel search or if you want to exchange information about successful onboarding: We are at your disposal for all questions relating to human resources.
This might also interest you
![](/documents/10192/1680735364/bild-box-dashboards.png/390c9b1f-52e7-87ec-cd5d-84cd605ef33a?t=1635509562926)
Contract design made easy
Find the type of contract that suits your needs. It does not always have to be permanent employment or temporary employment.
![](/documents/10192/1088508438/Bild-box-Diversity-Inclusion.jpg/b69c4712-6c47-f294-5d06-f378da185cc8?t=1599122314360)
Promote diversity in your company
Diversity should not only be lip service, but should be actively lived. Because diversity also brings you advantages that you probably haven't even thought of yet.
![](/documents/10192/1680735364/Bild-box-Complaint%2BSourcing.jpg/515ce4b5-686a-a468-5d08-7e9518883b41?t=1619521255243)
With us you will find the right manager
Addressing and inspiring executives can be a lot of effort for many companies. We are happy to take over the search for you.