Five tips for implementing your onboarding program

HR/learning in organisations

6/2/2020

A good onboarding process is important to help new employees find their way around your organisation and to retain them. But how do you actually do that?

The first blow is worth a thaler. This tiling wisdom from grandma still applies, even today.

Or maybe we should say: just at this time. Because with this labor market, which is just not literally fighting for experienced applicants, making a good impression on new employees is vitally important. Otherwise, your brand new strength will slip right back into the job board.

So it's an induction program. But how do you actually do that?

‍Of course, we've already given you some tips in previous blogs. However, from the questions asked to Pluvo, we notice that many companies are eager for more useful tricks to retain people.

That's why we like to go even deeper in this blog.

Tip 1. Ask them yourself!

‍Do you want to know what the new colleague wants to know? Send an online assessment asking him or her well before the first day of work.

This works both ways: the candidate feels seen and heard. And you get valuable input for the onboarding program.

Process the wishes into a personal, customised one induction program. Create a kind of selection menu with different modules, then you can respond relatively easily to the different personal needs.

In Pluvo, for example, you can reuse teaching modules so that a personal onboarding program is created in seconds.

Feel free to think outside the box and don't make everything equally difficult: there may well be an accessible, cringey quiz with questions about the internal rules or how to call in sick. That keeps onboarding varied and fun.

Tip 2. Engage colleagues

‍Every first day is exciting. So how nice is it to feel welcome; when colleagues know you're coming and who you are?!

Therefore, tell colleagues at least one week in advance that the new addition will start, what he will do and where he will work. Send it around by email, preferably with a photo, so that the new colleague is immediately recognised.

If you don't have time to take someone by the hand in the first few days, find a buddy who can answer all questions.

Of course, be critical about who you assign that role to. Let it be a positive person who embraces the company culture and is open to new colleagues.

Karel counting down the weeks until his retirement date, or Marie who is about to be reorganised, are usually not the ideal mentors for a pleasant entrance.

Tip 3. Create a personal learning path right away

‍Combine the information you received during the recruitment and selection process with your existing training facilities into a personal learning path for the brand new colleague.

Make a mix of onboarding modules and standard training courses, including interaction with employees who have been employed for a long time.
Here, too, the following applies: do your preliminary work on time, so that you can offer the process soon after the start.

By indicating early in employment that you are willing to invest in their training, an employee feels taken seriously and valued.

Want to learn more about onboarding? Come to our free onboarding event on March 19th!

Tip 4. Take and give your time

‍Build in enough space for the onboarding program, both for the new employee and the person supervising him or her.

The first time with a new employer is experienced intensely. If you are crammed between appointments, or maybe even forgotten at the juncture of the day, that is twice as hard.

Leave the employee completely free in their first week of work, so that there is enough time to attend (online) safety training courses, become familiar with the various IT systems and to properly absorb the company culture.

Tip 5. Keep following it

‍You are not there alone with a perfectly styled induction program. You'll need to monitor your new employee's progress.

Are there any questions, things you haven't thought about? Does he need additional modules? Is the program at the right level?

So take the time regularly for an informal cup of coffee in the first two months and keep asking questions in an accessible way. In this way, you will further color your image of the new colleague, you will have the opportunity to make timely adjustments and you will receive new input for other candidates who will follow and should also have a good onboarding process soon..