“New employees see the organisation clearest during the Onboarding”

Lessons Learned

Be truthful with the new hires. Show them from the get-go how the organisation is. What are you good at and what do you need support with? This is an opportunity to bring them into the picture as well!

Applying Lessons Learned to Business Operations

“For me, the new hires have the potential to bring in a unique perspective on the organisation before they become a part of the culture. They might not have in-depth knowledge about the organisation, but they can challenge you on the processes you have in place within the organisation.

Also, remember to put yourself in their place. You have been new as well, so try to focus on some key points when engaging with them. They need to take so much in when they start, so try to give them the best advice for a great start with the company.”

Essential Info During Preboarding

The most important thing in the Preboarding process for me to know is: What are the managers’ expectations and details about the first period when I start. It is important that the manager reaches out after the contract has been signed to let the new hire know they are looking forward to them starting.

Here I would also find it beneficial to know the details from my manager on the first period of work. How will my first period be? What do they expect of me? Provide me with the needed practical details as well so I don’t feel ‘lost’. I would love to be aligned early on with my manager so I feel prepared and look even more forward to start.

Examples of Good Onboarding Practices

“I feel like the most important thing on the first day is to be ready for the new hire. There is not anything worse you can offer your new employee than simple things like not being there to pick them up in the reception area or having their computer ready.

Therefore, set time aside for your new employee and maybe even create a ‘school schedule’ for the first couple of weeks so the employees feel they are guided throughout their start.

Secondly, try and involve your new employees as early as possible. Encourage them to write down questions and perspectives in the first 1-3 months of their employment. Follow up on this and show the new employee that you take it seriously. As said, your new employee can often see things that you do not in your daily work. Let them know that you are interested in their input and follow up on it when action is needed.

Lastly, less is more. The new employee gets so much information in the beginning. Try and think about each and every one of them as their own individual. Not everything is relevant to all so the hiring manager and HR must work together on designing the best Onboarding for the specific employee.”