How do you provide your new employees with a good start in their job?
There can be many approaches to onboarding, as it is more than just the first month and a professional introduction. If it’s new for you to work with onboarding or if you need inspiration on how to get started, you can read on here.
Before you start
Before you plan your onboarding program, you should consider what ambitions you have for your onboarding. It is important to have common ambitions, creating a shared foundation for how you welcome and ensure a good job start for all your new colleagues. You may consider defining your ambitions based on our seven themes for successful onboarding (read more here).
Use data to develop your onboarding
If you need advice and assistance in developing your pre- and onboarding, we use data in the development of your pre- and onboarding. This way, you get a tailored solution that matches your specific needs and desires. If you want to learn more, contact us at talenton@talenton.dk or +45 4061 8029.
Get off to a good start!
If you want to quickly develop your onboarding programs, you can start by following these guidelines:
Start with why before how and what
For example, explain why your company exists, why that is your business, and why you have those specific values or work in that way. This is important because it helps create the framework and meaning before the new employee gets into the details. Additionally, the “why” can be conveyed as an emotional invitation to understand the purpose, such as “This is why we are here… Do you want to be a part of it?”
Give the new employee a WOW
Creating a wow experience for the new employee means you have provided something extraordinarily positive for your new team member. They feel welcomed, prioritized, and significant.
Be prepared!
It matters a lot to a new employee that you have things in order when they start with you. It’s simple practical things that are noticed, such as the office space being ready, tools ready for use, the phone installed, and access to necessary IT systems, etc.
Be careful not to make rules demotivating learning
Your new employee has a lot to learn but be mindful not to overwhelm them with too much information at the beginning. Also, presenting many rules can signal a culture where rules dominate. Instead, create a balance where you also focus on expectations and the meaning in the job.
Good onboarding is both a positive experience for the new employee and supports the company’s ambitions
Therefore, you should define your onboarding ambitions. Consider:
(1) Which emotional experiences you want to strengthen in the new employee? This is important for quickly establishing a connection.
(2) How should onboarding support the development of your organization?
Onboarding is typically more than 1 month
The onboarding period varies depending on the job and the new employee. In general, you should think about onboarding over a longer period of 6 – 12 months, spreading out information and activities.