Onboarding new employees: how do you do that?

HR/learning in organisations

With successful onboarding of new employees, you make an overwhelming first impression. In this blog, we'll give you 7 tips to get started yourself!

With the right onboarding new employees you bind the new staff to your company, and you work on a close-knit team. Crucial, if you ask us! The “war on talent” After all, it makes it increasingly difficult to retain good employees to your organisation. Once you have found a suitable candidate, there is no guarantee that this person will stay with your organisation. 1 out of 3 employees will move to another company after one year.

And that is problematic for your organisation. Because did you know that replacing an employee costs between 50% and 150% of an annual salary? So you want to prevent this from happening often and frequently. And that's possible! Namely by means of successful onboarding. In this blog, we explain what the ideal training period for your new colleagues should look like.

Onboarding new employees

But first, what does”onboarding new employees“well actually?

Onboarding new employees signifies literally: get on board. It describes the process in which a new employee gets to know your organisation and the activities. The purpose of this is for your new employee to fully integrate into your company. Some companies take up to 8 months to do this!

According to the survey below by The Undercover Recruiter a good induction process ensures impressive results.

Through good onboarding:

  • 91% of employees feel connected to the company;
  • 89% experience a strong connection with the team;
  • Is an employee 30 times more satisfied with the job;
  • Is the chance that an employee will stay in the long term 18 times greater.

A good onboarding program therefore plays a major role in happiness at work. As a result, it has a lot of influence on retaining employees. In addition to the meaning of onboarding, of course, you also want to know how to integrate this. The tips below will help you.

But first... Do you also want to download the Onboarding Checklist for free?

Good news, from now on you can click on the button the Onboarding Checklist download.

This document contains a number of crucial points that are part of a new colleague's induction period. This way, you won't forget anything and you can get started right away!

1. Digitally onboarding new employees

Many people think that onboarding starts on the first day of work. But no, that's not the case! This is because you can start onboarding as soon as someone has signed their contract. Take this opportunity to welcome your new employees to your company early. This is also known as pre-boarding mentioned.

However, many companies are making a mistake here. After all, onboarding often still takes place in class or face-to-face. That is completely unnecessary.

You can also provide essential information digitally to your new colleagues. This allows them to show up well on their first day of work. Work instructions, rules, and dress code information are examples of such essential information.

And what do you think about cultural experience? That is also fine online. For example, you can integrate a company video into the digital onboarding program. Or let your colleagues introduce themselves to each other in an e-learning with a textbook!

Read more about the LMS from Pluvo for onboarding new employees! With Pluvo, you can set up the onboarding of new employees in your own online academy in just a few clicks.

What is the purpose of online onboarding?

Digital onboarding therefore means that an employee shows up prepared for the first day. It gives your organisation more space to make a great impression on the first day. It also ensures that new employees are immediately introduced to the work. In addition, a new employee can use an online induction process take in the information at your own pace. Some things are likely to be mastered quickly, while others take more time. By being in control, the employee can spend more time on parts that need a little more attention.

Another advantage of online onboarding is that information is always available. An employee can read information at any time. The program can also be used again by any new employee. So you don't have to take that much time!

Finally, thanks to today's technology, it's possible that your employee can even work on the train. How easy this is depends on the software you use to achieve your digital onboarding process. Most companies use a Learning Management System, or in short: a LMS. This software is very suitable for these types of purposes, because it allows you to use all kinds of learning methods. Think of e-learnings, manuals or opportunities to chat with other employees. This way, your entire team has a central place where they can find information. When selecting a suitable LMS, check whether it is optimised for the mobile phone, so that every train trip can be spent usefully ;-)

Do you also want to have a clear example of a successful onboarding program? So read: Insertion program example.

2. A 'basic' onboarding process

Certain things apply to every new employee. We call that the hard onboarding. Below are a few examples of things that are often important to every new colleague.

  • A key
  • The laptop
  • Payroll tax declaration
  • A phone

In other words, things that need to be arranged by default. If these are not arranged on the first day, this leaves a bad impression. So make yourself a checklist that you go through when a new employee is hired. Of course, you can also outsource this to human resources.

Make sure you do this before the employee starts. This way, you have leeway if something unexpected does not go according to plan.

3. Offline onboarding

Well, your new employee's first day of work has arrived. Fortunately, all things have been arranged. The employee has completed the digital pre-boarding and is ready to get started.

What does that mean for now?

Of course, start with a round of proposals. Plan a few (online) meetings in advance in with the manager and direct colleagues. Possibly with someone from higher management. This way, your new colleague immediately gets to know the company and the people behind it.

Always make sure you already have a range of tasks for your new employee in the first few days!

Someone immediately feels more welcome when activities are planned, at least on the first day (or week). Your new employee will then feel like you've thought of him/her! It's annoying when someone has to figure that out for themselves.

And why not make something special out of it right away? onboarding new employees? You're busy making an overwhelming impression right now, after all. For example, place a welcome gift on your new colleague's desk. Or host a special welcome lunch. Now is the time to let your creativity run wild ;-)

4. (On the job) training

In many jobs, training is an essential part of onboarding process. This is because it ensures optimal work performance. This does not just include small training courses, such as an explanation of the software for time registration. But also consider more extensive training, about the significance of processes in your organisation, for example.

For a new employee, it is nice that these training courses can be followed at their own pace. And this is where the e-learnings within your LMS come in handy! Within Pluvo's LMS, for example, you can design your own training courses or have them created for you. E-learning has many advantages, including that it often ensures that information is properly remembered. This is because e-learning can ensure a good balance between theory and practice. Read more about this e-learning benefits.

Although the situation surrounding COVID-19 may not allow it, personal contact can also be very important. You can therefore also consider a blended training to offer. This is a training where you alternate online theory with offline practical exercises. This ensures that an employee actually learns how to translate the knowledge into practice.

In addition, fresh staff often remembers more when you offer new knowledge in small chunks. After all, the first few weeks can be experienced as very overwhelming! That's why you should also take a look at the possibilities of microlearning for your onboarding.

5. Feedback while onboarding

It's always good to have one or more feedback moments in your onboarding to integrate. This way, you create a moment where the employee and manager can discuss how things are going. Here they can both express any ambiguities. This is also the perfect time for the manager to find out how working in the organisation is experienced. In addition, it is nice for the manager to get to know the new employee. Both parties can now decide whether the new employee really fits into the company.

Don't wait until the first half-year interview, because your employee may already be gone by then.

6. Onboarding will end (n) ever

One onboarding process does not end after a few days or after the first week. After all, onboarding means that new employees must be able to perform optimally. And that's not something you can equate your watch to.

You'll be constantly working with your new employees to see how they're doing and whether they like their work. One onboarding programme can therefore take up to 8 months. When the process is completed often varies from person to person.

7. Off to a (new) onboarding process!

We hope these tips have meant a lot to you. Some things are real quick wins and can be applied immediately. Other things may take a little more time.

Maybe you want to get started right now with digital onboarding. Or maybe you even want to set up an LMS. Then you can always ask us questions via chat. Or a free one Pluvo create an environment if you want to get started right away.

Also go to: Everything you need to onboard new employees!
Close notification