The 5 success factors for onboarding new employees

You have just hired some new people. The selection process took a lot of time, because you wanted to make sure you picked the right candidates for certain positions. Now that that's been accomplished, it's time for the next step: onboarding your new employees. The so-called "onboarding. A task in which it is very important that you give it enough attention.

But how do you do that, onboarding? It goes beyond just onboarding your new employees. It's more than just arranging the right equipment and data. Onboarding is much more than that. Employees want to integrate into the work culture that exists at a company, they want to feel welcome, they want to gain insight into the organization, and a sense of belonging to colleagues must be created. If that doesn't happen, chances are your new employees will have left within six months. To avoid that, we give you 5 success factors for onboarding.

1. Start on time

Don't start onboarding only after your new employee's first day of work has already begun. Start it as soon as the contract is signed. This way, you not only create an immediate connection, but you also avoid an overkill of information on the first day. For example, send a video with fun facts about the company or schedule an introductory meeting.

2. Prepare

Always have an onboarding program ready. How will you make sure your new employee feels engaged? Some organizations schedule a number of training days where new employees are introduced to the company and colleagues through assignments and games. This way, they get to know each other and the environment in an active way.

3. Designate a coach

More and more companies today work with a "buddy," a personal coach who shows a new employee around the company. The buddy is available for all business and work-related questions. Always choose a coach who is close to your employee's position. So, for example, do not put a sales consultant with an administrative employee.

4. Keep communicating

Don't think you're done onboarding when your new employee has settled in. Schedule regular interviews. For example, do this every month and ask for feedback and areas for improvement. Onboarding consists of two-way traffic: not only should your new employee get to know you, it should be the other way around as well. Therefore, keep up good communication and guidance for at least the first few months.

5. Personalize

This entire onboarding process can be secured in an online academy. Here all important information can be presented and employees are directly introduced to the online learning environment of your organization. Examples include introducing your organization with personalized content, providing insight into business processes and showing periodic meetings. This way, as an employer, you immediately show that you invest a lot of time and energy in the development and training of your people. Moreover, it allows everyone to get to know the organization in a unique way (even before their first day at work).