4 Minutes of reading
Blended Learning can help you ensure good onboarding. Welcoming a new employee in good conditions is essential. Don't hesitate to create a dedicated training course when they arrive.
Next Monday, you will welcome a new employee. And this time you REALLY want to have a proper onboarding program so that the new recruits feel comfortable and at ease quickly.
Unfortunately, you don't really know how to go about it and to be honest... you're running out of time!
We give you 5 tips to make your onboarding program a success like a pro, without spending all day there!
Determine the roles
Step one... and not the least of them. It is important to go through the famous 'who-does-what' before a new employee arrives.
Start by determining the scope of the new employee: which department will he/she be working in? Who is his/her manager/guardian? What other departments or people can he/she work with? His/her main contacts will need to be introduced to him/her more, think of reserving mini-slots on the day of his/her arrival so that he/she can get to know everyone and understand each other's work!
For example, you can have him/her meet each department for half an hour. To make it easier, bookmark these little appointments on the company calendar.
The new recruit's manager or tutor should be present throughout the onboarding process and will be her referent if she has any questions.
Prepare his equipment in advance
Avoid at all costs the "Damn, we said he was taking which job again?" "We haven't created an email address for him yet"! Having the feeling of being too much or disturbing a team when you start a new job is really not pleasant... That's why, for a successful onboarding, we strongly advise you to :
- Clean up the new workspace (no, occupying an office with old traces of coffee is not really pleasant...)
- Prepare his/her equipment (computer, telephone...) or any other support he/she may need.
- Configure your accounts and business email address
- Some nice things: a small plant, a notebook or other goodies from your company... it doesn't cost anything but the difference is there!
The plus: a little word of welcome signed by the whole team.
Mix digital and face-to-face
Yes, these terms can also be used internally! Digital allows you to save time: for example, if you use an LMS platform, you can create a training course dedicated to onboarding.
This can include a presentation of the company, the employees, but also the company culture (what are the values, the daily functioning, the little rituals), the tools you use (for accounting, meal vouchers...). Make this training fun by adding quizzes, animated videos and diversify the contents.
Of course, this training does not replace the human aspect and it is still essential to exchange with each other.
Get to know yourself differently
No more interrogation-type discussions. We're not going to lie to each other. It's boring. The week of his arrival, try something different, like a board game during a break or an afterwork ! You can also organise a lunch or breakfast in his honour.
The aim is to make him feel expected and to make him feel that he is being taken care of: it can sometimes be very unsettling to find yourself in a new environment and realise that nobody seems to care about your arrival or who you are.
Remember: we've all been "the new guy" at one time or another, so make the experience an enjoyable one rather than a source of stress.
Ask for feedback!
Each new integration must be accompanied by feedback a few weeks later. This is an opportunity for the new employee to share his or her feelings during the first few days with his or her manager or human resources manager. This will allow you to improve for the next recruits! Involving the employee by taking his or her opinion into account is also very important for your future professional relationship. You can give feedback orally, but also by offering them a short questionnaire to fill in directly on your internal platform for example.
You are now ready to welcome your next recruit!