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The first step in the adventure that a new recruit joins, the onboarding process is certainly an exciting but also stressful period! Like in love, in business it's essential to take care of the first steps for a successful integration. The Wobee team gives you the keys to successful onboarding, promoting engagement and productivity of each employee within the company!
Even before their first day, it is the company's responsibility to maintain contact with its new hire to show them they are welcome in the team. Effective communication during the recruitment process strengthens the engagement of the candidate from the start of their journey within the company.
Send them a welcome email for example, and remember to give them all the information needed for their first day, including schedules, address, program, dress code, as well as the tools and resources needed for smooth integration.
Once they're in the company, there should be no hearing phrases like: "Sorry, we haven't received your computer yet", "You can read this to keep busy for a bit". Ensuring an effective transition is crucial for the work environment and productivity during the onboarding period.
If upon arrival the employee gets the impression that elements of the onboarding process are not ready or rushed, the motivation to start a new challenge can quickly give way to total disappointment. And emotional roller coasters are the worst for the integration experience.
Anticipation is the key to a successful integration process, both for the new employee and for the company. This involves good communication between company departments and a clear structure for the onboarding process to not miss important elements.
Remember to prepare their workspace with the necessary tools and plan a small Welcome Pack to enrich their integration environment.
At Wobee, each new arrival finds on their desk:
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Informing your teams about the arrival of a new hire is pretty essential! Remember to inform them well that a new employee is joining the adventure, and explain to them why their help is crucial for the success of their integration into the company culture.
To involve them further, you could for example organize job shadowing sessions. This will help bring together employees who don't necessarily talk to each other, better understand each person's work, but it can also encourage internal bridges since they can envision themselves in another role.
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Your role is to help the new arrival become operational as quickly as possible and succeed in their transition, so it can be tempting to overwhelm them with information and follow them closely. But be careful, this can have the opposite effect and make them feel controlled. Sometimes you'll need to learn to let go to allow them to build confidence. In short, show that you're present but not too much!
Another tip: distribute information gradually to facilitate understanding and optimize each step of the onboarding process!
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A buddy, also called a mentor, is someone already in a role at the company who takes the new hire under their wing. The idea is to build connections and enable fast onboarding through informal exchanges. Their role is to make sure the newcomer has everything they need to feel comfortable and grow within the company, and to tell them about the atmosphere, the values, and so on. To go further, you can choose a buddy from outside the newcomer's immediate team to encourage exchanges between departments.
One word of caution: for this to work, the person you choose must be a willing and committed volunteer!
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At first glance, you might think that onboarding software is a gadget, a nice-to-have. Well, think again! It's a must-have, and automating low-value tasks lets you focus on what really matters in your organization.
With software like Wobee, you save an average of 8 hours per onboarding, precious time that lets you focus more on the human side while ensuring continuity between the candidate experience and the employee experience. Because the best processes are the ones that reflect your company and speak to new hires, we co-create tailor-made journeys with you, in your image, to guarantee a top-notch employee experience, even before they join the company.
It is crucial to set specific goals for each stage of onboarding. These goals make it possible to track the new employee's progress and adjust the process if needed. For example, defining a number of tasks to complete during the first few weeks or setting short-term performance targets can help structure onboarding. This not only makes expectations clear for the employee, but also helps measure the effectiveness of your onboarding program.
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