Introduction
The onboarding process - or integration - has never been more important than it is today. Companies from the most varied sectors, sizes and locations, live the reality of being able to include collaborators from anywhere on the planet in their teams, for different positions and levels of performance. The quality in the insertion of the new employee in the group is essential so that he can contribute to the team as expected.
As in the Recruitment & Selection process, where we plan and execute actions with fine adjustments, in this stage we will follow the same rationale.
We'll share with you the same practical steps we instruct our partners to take. It is a way of guaranteeing that - the surprises along the way - tend to be positive.
Before Day One.
1- Infrastructure
Our suggestion is that this process starts between 10 and 15 days before the employee's Day One, with a request for a machine, access logins, chair, welcome kit, and everything necessary to carry out the activities.
Regardless of the size of the company, it is worth contacting the responsible teams (IT, supplies, etc.) or starting the process on your own, if there is no one to turn to. In our small partners, this format is quite common.
Depending on the contracting model (PJ, CLT, Cooperated or others), and also on the type of activity, it is possible that more or less infrastructure is required. A good starting point is to base it on the needs of an employee doing similar activities.
2 - Reference materials
This could be a good time to revisit any manuals and guides that are used by employees, and whether they are duly updated and available for access.
3 - Initial Training
Some activities require specific prior training. It's worth raising all the necessary and pre-scheduling. In the case of hiring under the CLT model, to avoid any legal setbacks, it is worth sharing the training schedule with the employee on their first day of activities.
4 - Communication to the Direct Team
Before the employee arrives, it is already possible to share with the closest team - the one in which the employee will be directly inserted - the news. This can happen during a quick standup meeting, at the end of a videoconference, over lunch or even coffee. Creating this positive climate of close arrival makes everyone feel involved and co-responsible for integration.
5 - Mentor
Identifying a mentor to help the new employee will help in this process. Someone who does similar activities and who can support you, especially during the first few weeks. It is worth combining the dynamics of how it will work.
Day One
6 - Welcome Message
On the day the employee starts at the company, it is important to communicate his arrival to the areas with which he will have frequent contact, with a brief introduction: name, age, area, nationality, country, city , hobbies, etc.
7 - Preparing the Workstation
If the employee is present, it is worth preparing differently for the workplace: balloons, cards, sweets, etc. And of course, recording this moment will always be positive.
8 - Visit to Company Areas
If in person, it is worth introducing him to the company's main departments and also key people. The chosen mentor can help with this activity.
9 - Welcome Lunch
For the closest team, if present, a lunch is a good opportunity for interaction. Remote case, a quick meeting with everyone for presentation and welcome helps a lot.
10 - Channel for questions and suggestions
The arrival of a new employee is a great opportunity to capture new ideas. It is important that he has an open channel not only to solve doubts, but also to be encouraged to collaborate with suggestions on different fronts.
The possibilities for Onboarding are many and basically depend on the size, sector and location of the company. Creativity at this moment can be excellent to do things differently and make this moment even more positive for the group. However, if it is not possible to do something more sophisticated, the well-executed basics tend to guarantee good results.
By Good Bridge Team.