On-boarding programmes make new recruits more satisfied
By Susanne Barth, Publications Manager
A sound planning of the first day helps you to make a good impression (yes, it’s not any longer only the new employee who’s in charge of that) by showing that he’s not a burden but a much needed new colleague. Let the team welcome him on his first day in an open way and try to make sure that his manager is also present and welcoming. This is important as the relationship between employee and manager is one driver of employee engagement.
But it’s not only the first day that counts. You need to cover the coming weeks and months if you’re heading for a fast and smooth integration. It’s already during this time that the employee’s gut feeling will tell him if he made the right choice (does he like the job, the leadership style and the working atmosphere?) with direct impact on his engagement.
A well-structured on-boarding programme pays off for both sides. It helps your newbie to be aware of his learning path but also of his targets and your expectations. In a transparent way you keep track of what has already been discussed, achieved and what is still missing. You don’t risk to have a patchy, unsystematic or even miscarried on-boarding and the road is paved for a productive collaboration. It’s a fact that new hires who’ve gone through an on-boarding programme are more likely to be satisfied during the first months than those who hadn’t access to such a programme. Great on-boarding programmes actually even start before the first day, with a welcome message from the manager and his team, details about the on-boarding plans and other important information.
As take-away here our Krauthammer best on-boarding practices in a nutshell:
And what about you? What are your experiences with on-boarding programmes? What is important to make them successful? Or would you like to recommend any welcome rituals you have installed at your company? Please share your comments with us!
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