Read the article
Successful onboarding of a new employee is a bit like when a first date leads to a second date! It is an essential step for the relationship to develop on solid ground. Why is onboarding so important? What should you put in place to succeed? The Wobee team tells you everything!
Employee onboarding corresponds to the process put in place by a company as part of the integration of a new employee. This first phase of the employee experience, which occurs between hiring and the actual start date, makes it possible to facilitate the arrival of new arrivals within the company.
As with all beginnings of relationships, the first moments set the tone! In love as in business, it's the same! Standing out by offering an integration experience with care to your new employees remains essential for:
A high-performance integration process makes it possible to improve retention of new employees by 82%.
A good onboarding program increases the productivity of a new employee by more than 70%.
Taking up a position is never simple: new colleagues, new manager, new work environment, new working methods, ... In short, this period is often synonymous with many changes that can be a source of stress for the new employee.
If, on top of that, the company does not implement any specific support to guide and assist the new arrival in their first steps, it is very likely they will be disappointed very quickly.
Disengagement, turnover or even absenteeism, the effects of poor onboarding on a new employee are numerous and detrimental to companies, both in terms of their employer brand and their productivity. To secure your recruitment, it is therefore essential that integration responds to the needs and expectations of new employees.
Good onboarding for new employees goes far beyond the traditional integration day. A true process that involves implementing different steps to carry it out successfully, onboarding is actually a journey of several months that the employee will experience and which is orchestrated by human resources, in collaboration with the manager.
You won't get a second chance to make a good impression!
The job description remains the first element that links the candidate to the company, both its content and form will be scrutinized. To be effective in recruitment and allow the candidate to project themselves as much as possible with you, it is essential that the job description is exhaustive and reflects the reality of what awaits them. To do this, it must:
It is important to remember that candidates today are looking for transparent companies and that the best way not to lose them along the way is to align candidate experience with employee experience. To do this, a job description and a recruitment process in line with the onboarding process and management of key moments for new employees remain the key.
There is no successful onboarding without pre-boarding!
Pre-boarding is the process of integrating a new employee from the moment they accept the job offer until their first day at the company.
👉🏻 Download the ideal pre-boarding guide 👈🏻
This is a crucial period for companies that must ensure they secure the recruitment between contract signature and the first day of the new employee. Since this phase can sometimes last several months, it is therefore important to maintain contact with the future employee so as not to let motivation wane, maintain the sense of belonging and reassure them in their choice to avoid getting stood up on the first day.
To maximize your chances of attracting your future employee, here are some examples of simple actions to implement:
👉🏻 Download the complete welcome handbook guide 👈🏻
It's the big day for your new recruit, just as it is for you!
Whether you have a very good or a very bad memory of it, the first day is in any case often the one you remember most.
20% of employees are considering leaving their company on the first day due to poor human, material or administrative reception.
To ensure memorable onboarding for your new employee, here are some key steps to implement:
At Buffer, each new employee receives 3 different sponsors. The goal is to assign a specialty to each of these sponsors so that the new arrival can have an appropriate contact depending on their needs.
The first months of a relationship are often the most passionate!
For onboarding of new employees to be optimal, it should last approximately 3 months after the start of the contract, after which an employee is usually autonomous and operational on their responsibilities.
However, it is recommended to follow the employee until the end of their first year to ensure they feel good, that they are developing skills properly and that they want to continue the adventure with you.
1 out of 2 employees are considering leaving the company during the trial period
35% of new employees resign 6 months after being recruited.
45% of resignations occur in the first year
There are 34 times more chances that employees are high-performing quickly if they have followed a long-term onboarding process
Onboarding therefore does not stop at the first day, nor at the first week! For it to be effective, it must be built over time and help your new hire with their transition as much as possible. This means planning regular check-ins to take the temperature and ensure their well-being. It is also a way to discuss a career plan and set goals to ensure their motivation and loyalty!
At Facebook, integration takes the form of a bootcamp that spans the employee's first 6 weeks.
The goal of this bootcamp is to make the new arrival operational as quickly as possible and focus on training new employees. The idea is to quickly put them in charge of a project and then give them responsibility. This allows new arrivals to feel useful from their first steps but also to have a sense of independence from the start of their adventure at Facebook.
At Twitter, the integration path includes more than 75 different actions and spans the employee's first 5 weeks.
At LinkedIn, a roadmap called "90 days New Hire Onboarding Plan" is sent to new employees which serves as a support throughout their first months of integration, grouping together various information about the company but also about their future responsibilities within the company.
Want to be inspired by other best practices?
Discover this article that highlights the onboarding processes of 20 startups that welcome their new recruits as they should!
Also discover how to implement onboarding for your interns and read Lola's testimonial!
Here is a simple and effective checklist so that nothing is left to chance when welcoming your new employee:
Pre-boarding:
First day:
First week:
First month:
First months:
Present daily alongside employees, managers remain the privileged contacts of new arrivals and therefore have several roles:
The manager first serves as a reference point, shoulder and attentive ear for the new hire, especially during the first day. In this sense, they must be attentive and able to make themselves available to answer questions and needs to facilitate integration.
The manager serves as a relay with teams, specifically they will drive presentations and first interactions with colleagues, other departments. They must help the new employee integrate and find their place within the company.
The manager remains above all the person best able to give feedback to the new arrival about their goals, responsibilities, involvement, etc. Feedback can be encouragement, congratulations but also constructive comments on points to improve or explore further.
The manager is best positioned to support the new employee in their training regarding their responsibilities or how the company works. They will enable a faster start for the employee and a deeper understanding of the company and how it operates.
The role of managers is therefore critical in onboarding new employees! To assist them in their mission, the HR department can provide them with resources and training that will allow them to implement all best practices to welcome and support new hires in the best possible way.
1/4 of French employees say their resignation is explained by the behavior of their managers.
For the company as well as for new employees, putting actions in place to measure and evaluate the onboarding process remains essential and is part of a continuous improvement approach. The new hire's onboarding needs to be prepared.
For the company, this essential step makes it possible to gather the employee's impressions and feelings on both a professional and personal level, to find out whether their onboarding phase is going well and whether they feel comfortable with their new team, their new colleagues and their respective tasks. It benefits the company, which can make sure the new hire is motivated, engaged and likely to stay, and it benefits the newcomer just as much, since having the opportunity to express themselves freely remains a strong need!
Monitoring the onboarding of new employees remains a “win-win” principle for both parties.
A second advantage, and not the least: receiving feedback gives a company the opportunity to continuously improve its internal processes, and in particular its strategy for an engaging employee experience. Receiving feedback, yes, but you also need to remember that in return, new employees also want constructive feedback from their manager or the HR teams.
53% of French employees say they never receive feedback
To collect all this feedback, it is important to set up regular check-ins, for example at the end of the first day, then the first week, the probationary period and so on, at regular intervals until the end of the employee's first year.
In addition to these check-ins, it is recommended to have the new employee fill out a first-impressions report after a few weeks in the company. This report can also be complemented by a more in-depth anonymous survey, which gives the employee the opportunity to be completely transparent about their impressions and invites them to say things they would not dare to say to their manager or the HR department.
How do you measure the effectiveness of a new employee's onboarding process?
The effectiveness of onboarding is measured first and foremost by your new employee's engagement and productivity. A good indicator is how comfortable they are in their new role. Do they feel autonomous? Are they meeting the expectations set? Regular feedback is also essential. Don't hesitate to schedule check-ins (end of the first week, end of the first month, etc.) to gather their impressions. Also use tools such as anonymous surveys to collect constructive feedback and improve your onboarding process over time.
Why is regular follow-up crucial during the onboarding period?
Onboarding without follow-up is like going on a road trip without GPS: you risk getting lost along the way. By following up regularly, you show your new employee that they are not left to fend for themselves, and that they can ask questions and improve. It also lets you quickly adjust expectations or objectives and strengthen their long-term motivation. And of course, it helps identify any discomfort or problem before it becomes critical. Well-orchestrated follow-up means less turnover and more satisfaction.
What are the risks of poor onboarding and how can you avoid them?
Poor onboarding opens the door to turnover, disengagement and even hasty departures. If your employee doesn't feel supported from the start, they are likely to lose motivation quickly. The result? Lower productivity, a tense atmosphere and potentially repeated recruitment costs for the company. To avoid this, focus on comprehensive, personalized onboarding: clear communication, support (from the buddy and the manager) and regular feedback. In short, take care of your new hires from day one.
What should you check during an employee's first month of onboarding?
The first month is when the new hire starts to find their feet. Make sure they are comfortable with their tasks and have a good command of their work tools. Are they becoming more autonomous? Has a bond with the team been built? It's also the right time to discuss their first impressions: do they feel well integrated into the company culture? If you notice obstacles, you need to react quickly. Don't neglect your employee's well-being during this critical phase.
How can successful onboarding reduce the turnover rate?
Successful onboarding is like a solid foundation for a house: it holds up over the long term. If your employee feels welcomed, understood and supported from their very first steps, they are much more likely to stay with the company. Good onboarding strengthens their sense of belonging, reduces friction related to settling in, and boosts their motivation. The result? Less turnover, less stress and a more stable team.
How can you help an employee integrate into the culture of a new company?
Cultural integration is a bit like the mortar that holds the bricks together. To integrate your employee well, share the company's values and vision from the start. Organize opportunities to connect with the teams (lunches, after-work drinks, etc.) so they feel part of the group. Above all, make sure their buddy or manager embodies the company culture, so they are a good role model to follow. The key is to build connections and make people want to invest in the collective story.
What are the key elements to plan for during pre-onboarding?
Pre-onboarding is like laying the groundwork before you start building. As soon as the contract is signed, stay in touch with your future employee. Send them a welcome kit (goodies, friendly messages from the team) and offer them a tour of the premises. Communication is crucial: small, regular gestures show the new hire that they are eagerly awaited. Bonus: a team lunch before the first day helps break the ice before their official arrival.
Which administrative aspects should you not overlook when onboarding a new employee?
Administrative aspects can quickly become a headache if they are neglected. Make sure all the necessary documents are ready: employment contract, information on the supplementary health insurance plan (mutuelle), access to IT tools and, of course, registration in the various internal systems. Also remember to prepare the workstation: IT equipment, badges and everything essential so the new hire can get started stress-free. The watchword? Anticipate so that everything is ready the moment they arrive.
so you never miss our news
.webp)