NJORD Law Firm increased new employees well-being. The law firm created a space where the new hires can talk openly and honestly about the steep learning curves or challenging experiences with colleagues or clients.
Helene highlights: “With the structured onboarding conversations, the partners get much more involved as active players in the onboarding process of the new employee. The partners now have a clear role in the process, and they have gained a clear understanding of what good onboarding entails and what their management responsibility is in the process.
Because we now have data to speak from, a confidential space is created for the employee to talk about their start in the company and where they feel insecure, which is a great help for both manager and employee.”
A solid platform for a difficult conversation
Before the onboarding conversation, both employee and partner have completed a survey about the employees start at NJORD Law Firm. It takes 4-5 minutes to complete and results are shown in a dialogue report, which is used for the interview.
In the report, it is clear where the employee feels onboard and where the employee needs extra support or clarifying dialogue, as well as how the partner assesses the situation.
“The report allows us to put into words the expectations and this has a really strong effect on the good collaboration“, specifies Helene.