Do you recognise this: the vacancy in the production hall has finally been filled, but after a few days, the new force knocks on your door. Surely it wasn't quite what he had expected. Or worse: someone calls in sick after a week or doesn't show up at all.
A shame! With a good onboarding this could probably have been prevented. Indeed, a warm welcome makes the new colleague 18 times more likely to become a “keeper”, according to studies. In addition, employees become more productive because, thanks to a good familiarisation period, they integrate faster, work more efficiently and have less stress.
Actually, onboarding is a must for every new colleague. Nevertheless, we find good onboarding for employees in the workplace even more important. On average, the work pace there is higher, there is more emphasis on quantitative output and there is a greater risk of accidents due to unsafe situations than in other work environments. Moreover, production is often a colorful melting pot of all cultures and languages. Very nice, but then miscommunication is also lurking, because you don't understand each other as well.
If your new colleague is not well trained in the workplace, this will certainly result in lower productivity, errors and dangerous situations. And that's not to mention the seemingly 'softer' (but actually even more expensive) aspects: when employees feel unwelcome and insecure, this increases work stress considerably. In the most favorable case, your new addition will leave prematurely of its own accord. But it is also possible that absenteeism skyrockets; a tedious and expensive process for both parties.
In short: ensure good onboarding
It should be clear: a good start is half the work, especially for your production staff. Ask our onboarding checklist on, full of practical tips about a new colleague's induction period. And of course, in this context, we also have a few ideas up your sleeve that you can use for the production sector.
Do not wait until the formal employment date to onboarding. Make that connection with the new colleague a few weeks earlier. For example, by inviting him or her to your weekly Friday afternoon drink. Such an informal, pleasant introduction makes the first day of work a lot less exciting.
Or send an email a week before employment with a fun welcome video from the team, or an interactive tour of the building. So please provide a link to you right away online knowledge platform no, where, of course, you have also already created an account for the new colleague. And that's where our second tip comes in!
Training doesn't just have to be face-to-face. Do you have an online knowledge platform? Then digital onboarding is almost a piece of cake. Short online learning modules about machine use, hygiene or work instructions, for example, make it easy to find, repeat and practice knowledge. And that is useful, especially if you have a lot of temporary or seasonal employees.
When digital onboarding, pay attention to official issues such as the employee handbook, the safety protocol and the absenteeism procedure. But almost even more important are the more social need-to-knows, such as dress code, working hours and how does it work around breaks and lunch (do you have to bring your own lunch box or is there a canteen with a selection menu?). And, especially for somewhat larger companies, an old-fashioned “face book” with pictures, names and functions of colleagues can be very useful for quickly finding your way around the company. After all, there is so much that comes at someone during such an initial period with a new organisation that he or she could really use this kind of support.
When setting up the digital onboarding (and actually the rest of the knowledge platform), take into account the average knowledge and language level of your target group. If not everyone is probably digitally proficient or has a computer, make your platform easily accessible by phone. If you expect people to have trouble reading and writing in the Dutch language, use more photos and images or infographics and post a translation of important information online.
Don't let new colleagues swim too much. Prefer to link them to your own buddy: an experienced employee who knows the drill and enjoys answering questions about the company and the way it works. Such personal guidance ensures faster integration into the workplace and prevents the new employee from floating around and perhaps even leaving prematurely.
Do not limit the use of a buddy to the first few weeks; also schedule a few appointments during the first year of work. Don't give that too heavy a stamp. For example, call it a “coffee moment”, which does include enough space to ask questions and give personal feedback.
In the production sector, almost everything is about planning and overview. This also applies to onboarding new employees. So make sure you have a structured onboarding program with concrete tasks, goals and a clear timeline. This way, everyone — employee and manager — knows where they stand and what to expect from each other.
Is the probationary period over and does the new colleague appear to be a welcome addition? Then discuss a personal development plan as soon as possible. That may sound a bit woolly, but it certainly doesn't have to be. Training needs in the field of product knowledge, emergency response or another type of driver's license could also be on your employee's wish list, for example. It is important to talk about this and to properly record the agreements. This is not only clear, it also confirms to the employee that he or she is being taken seriously.
Smaller organisations without a separate Training Department can also stimulate their employees in their development, although they may sometimes need to be more creative. Do you need inspiration? Then read our special blog about personal development in smaller organisations.
Is someone's probationary period over, or has they successfully completed training? Pay attention to this, for example during the joint coffee break. By making small successes visible, someone's self-confidence and motivation grows. In addition, it strengthens the connection with the team and can also inspire others to think about their own personal development again.
By the way, this personal attention is not only an important factor during the induction period. Small gifts at special moments, such as a compliment, personal card, flower or mention on the intranet, increase the “we feel” and reduce the outflow.
Plus, it does wonders for you employer branding, so we would say invest in it!
Good onboarding is therefore more than a mandatory chat on the first day of work and handing out a handout. It is an investment in safety, engagement and productivity. As an HR professional or manager, onboarding your new colleagues doesn't have to cost you tons of time if you use smart digital tools. Do you want to know more about this, or do you need more inspiration? Experience the power of Pluvo for yourself! Click here for a demo or call +31 (20) 560 5001.
As an educational expert specialising in online learning, I have been writing blogs for Pluvo for 5 years. My focus is on powerful learning solutions for organisations. Universal Design for Learning and inclusive learning are my passion; I believe that education should be accessible and fun for everyone.
I've been combining my 35 years of HR experience with copywriting for over 15 years. And even then, I learn new things over and over again. That's what makes writing blogs for Pluvo so incredibly interesting!
