Onboarding: tips for integrating new employees

The arrival of new employees presupposes an integration phase that allows everyone to quickly adapt to the company's routines. When this process is well done, the chances of success of the new employee in the function he or she will perform are multiplied, with a perspective of greater productivity, alignment, and involvement with the objectives to be reached. In the area of people management, this process is called Onboarding and should be based on a previously thought out and planned strategy.

One of its main stages is the presentation of the culture and values of the company, as well as making new employees aware of the goals and objectives of the teams. This dynamic also includes the introduction to procedures, as well as providing the necessary tools and resources so that new employees may carry out their activities in a more efficient manner.

Furthermore, it is advisable to promote regular feedbacks for evaluation and orientation, allowing the new elements a good opening for a solid and effective relationship with their employers. It is fundamental that the whole Onboarding process be welcoming and engaging, promoting the new employees' well-being. 

PRACTICAL TIPS FOR THE ONBOARDING PROCESS

Focus on the reception process.

To welcome the new team member well, it is important, first, to properly prepare the environment where they will work. This involves ensuring that the work equipment is in good condition, through to a warm welcome and a suitable presentation of your work team and the company's objectives.

Presentation of the company.

An overview of the company, its policies, culture, values, and objectives, is fundamental for the new employee's alignment with the organization.

Investing in training.

Providing training appropriate to the characteristics of the person who will join the company's staff will help to strengthen their skills and promote their development.

Providing guidance.

Clarifying the responsibilities of the new employee and making his expectations known is another point to put on the agenda of the Onboarding process.

Investing in continuous follow-up.

Providing a mentor to help in the integration process may guarantee that the new employee feels safe and receives adequate guidance from the moment he/she enters the new company.

Giving regular feedbacks.

Regular feedbacks are essential to evaluate the performance of the new elements, identify opportunities for improvement and correct possible problems.

HOW TO MAKE THE ONBOARDING PROCESS ATTRACTIVE

As important as implementing a structured integration program is to make it even more attractive to employees. There are practices that can help in this process and that you should put into practice when new workers arrive. 

• Encourage the new employee's interaction with the team, so that he/she gets involved in the company's activities and can establish interpersonal relationships with his/her work group.
• Promoting social events for the integration of the new employee, such as lunches and break times will provide a relaxed and conducive environment for networking.
• Provide a challenging but safe working environment. A person arriving in a new environment needs to feel challenged and able to develop, however, for this to be possible he/she must feel safe and have the support of managers and colleagues.
• Constantly check the Onboarding process. It is necessary to be in constant evolution so that the process is more pleasant, dynamic, and coherent with the company's reality.

A good integration of new employees is essential for the company and should be well planned and executed. The onboarding process must be structured and balanced, emphasizing learning, development, and adaptation of the new employee to the culture and processes of the organization. Furthermore, it should be attractive so that the new employee feels comfortable and motivated to grow professionally in the company.

Always remember that the effort and possible costs related to the well-being of a company's Human Resources may translate, in the long term, into significant gains due to lower employee turnover, a higher level of competitiveness, lower absenteeism and more motivated and productive teams. If you need help strengthening your staff team, contact Fed Finance and trust us with a recruitment.