At the heart of every successful business is the ability to not only attract new talent, but also to effectively integrate them into the existing company culture. Onboarding new employees goes far beyond the first few days on the job; it is the beginning of a journey that has the potential to transform both the new employee and the company.
In this article, we shed light on why the induction of new employees is not just an administrative task, but a strategic necessity that affects the entire life cycle of an employee in the company. We will show you practical tips and a structured template to make the induction plan as effective as possible.
A strategically planned induction brings with it a wealth of benefits that strengthen the foundations of any future-oriented company:
These benefits underline how essential effective induction is for a dynamic and learning organization that is ready to take on future challenges and seize opportunities. The foundation for a good induction is already laid with the employment contract, as pre-boarding begins before the first day of work.
Before a new employee starts their first day at the company, a crucial phase begins: pre-boarding. This preparatory step is essential to lay the foundations for a successful induction.
Pre-boarding thus ensures a smooth transition to the first day of work and helps ensure the new employee feels welcome and valued from the outset. However, despite the critical importance of pre-boarding, only 25% of companies implement structured measures.
Worth knowing: In the Haufe Onboarding Survey 2023, 36% of respondents stated they had experienced dismissals between signing the contract and the first day of work. In other words, at a time when the new employees have yet to get to know their new job. Structured pre-boarding and getting to know the team can counteract this.
Now that we have discussed the critical importance of pre-boarding, the question arises: Who contributes to the successful implementation of the induction process?
The induction of a new employee is a team effort involving various stakeholders, not just HR. Each role contributes to the success of the induction plan in its own way.
Each of these stakeholders plays a crucial role in welcoming new employees and making it as easy as possible for them to join the company. The cooperation and commitment of everyone involved are key to achieving the objectives of the induction. But how do you ensure a seamless baton handover between departing and new employees? This is where the central aspect of off-boarding comes into play.
Paradoxically, effective induction does not begin with onboarding, but with a well thought-out offboarding process. By securing the undocumented knowledge of departing employees at an early stage, we lay the foundation for the success of their successors.
The importance of structured offboarding can be seen in the following points:
Now that we have highlighted the importance of the knowledge cycle let’s take a look at the specific tasks and objectives of the onboarding process to understand how this cycle is put into practice.
Onboarding new employees is a multi-layered process that goes beyond purely technical training. The aim is to provide employees with a holistic introduction that not only equips them with the necessary knowledge and skills, but also integrates them into the company’s social and cultural environment.
Professional training:
Social integration:
Communicating the corporate culture:
Worth knowing: Social integration and communicating the corporate culture play a role in successful onboarding that should not be underestimated. 80% of employees feel a stronger bond with the company when they feel part of the team.
By taking these aspects into account, onboarding not only supports the individual success of the new employee, but also contributes to the overall success and further development of the company.
The induction of new employees faces a variety of challenges, especially in the age of demographic change. According to the Haufe Onboarding Survey 2023, 80% of companies experience increased employee turnover due to inadequate onboarding processes. This problem is exacerbated by several factors:
One of the main problems is the lack of clearly defined process responsibilities. Companies without defined responsibilities tend to have inconsistent and ineffective onboarding programs, which weakens employee retention and promotes turnover.
Another hurdle is the budgeting and allocation of resources for onboarding. 60% of companies state that limited budgets hinder effective onboarding programs, which reduces the quality and chances of success of onboarding.
Advancing digitalization requires the use of modern onboarding methods. 75% of companies already recognize the importance of digital solutions to optimize the onboarding process and ensure efficient integration of new employees. However, this does not mean that all of these companies are pursuing a digital induction plan.
Attention: Ineffective onboarding not only increases turnover, but also the bad hire rate, resulting in additional costs and potential damage to the company’s image. Investing in a comprehensive onboarding program is therefore essential to retain qualified employees and strengthen the company’s image.
In light of these challenges, it is crucial to identify viable solutions that not only improve the onboarding process, but also provide a response to demographic change.
In the face of demographic change, companies are faced with the challenge of rethinking and adapting their onboarding processes. A structured onboarding process is not only desirable, but essential for the long-term success of the company and employee satisfaction.
An onboarding plan that starts with offboarding therefore promises a win-win situation for employees and the company alike. To achieve these goals, it is crucial to use modern onboarding methods and tools that enable the seamless and efficient integration of new employees.
Digital platforms such as great2know play a key role here by systematically recording and processing the knowledge and experience of departing employees and making it accessible to their successors.
Worth knowing: 90% of employees report faster induction and increased productivity if they have undergone structured onboarding. This structured approach makes a decisive contribution to employee retention and satisfaction.
Now that we have discussed the solutions for an effective onboarding process, it is time to put these strategies into practice. How can companies ensure that their onboarding process not only meets the challenges of demographic change, but also integrates new employees successfully and sustainably? In the following, we offer practical tips and explain the common mistakes to avoid.
A well thought-out induction is crucial for the long-term retention and satisfaction of new employees. Here are some practical tips to make the onboarding process a success:
While implementing these tips will help optimize the onboarding process, it is equally important to avoid common mistakes that can affect the onboarding of new employees:
By taking these tips into account and avoiding common mistakes, companies can create an onboarding process that effectively integrates new employees and retains them in the long term.
Now that we’ve outlined the importance of careful onboarding and the mistakes to avoid, it’s time to look at an innovative solution that is revolutionizing position-based onboarding: Our great2know platform. Our platform makes a decisive contribution to onboarding by covering the entire knowledge lifecycle of an employee and serving as a digital corporate memory.
We understand the importance of seamless and effective onboarding of new employees, which is why we have made it our mission to provide a central platform that systematically records and processes the knowledge and experience of departing employees and makes it accessible to new team members. In doing so, we directly address some of the most common challenges in the onboarding process:
We believe that a successful onboarding process is the key to long-term employee retention and satisfaction. Our goal is not only to master the challenges of onboarding, but also to create a foundation for a strong corporate culture and a committed team.
Introducing new employees is far more than a necessary evil or a checklist of administrative tasks. It is at the heart of any sustainability, growth, and employee retention corporate strategy. By carefully planning and implementing the induction process, companies can increase their employees’ productivity and satisfaction, promote a strong corporate culture, and master the challenges of demographic change.
Traditional employee integration methods have limitations, but digital transformation provides new opportunities to make the onboarding process efficient and comprehensive. Platforms like ours play a crucial role in this by enabling the collection, organization, and accessibility of all employees’ knowledge and experience. This not only facilitates the onboarding of new employees but also creates a valuable digital corporate memory that promotes knowledge continuity and development.
Ultimately, well-thought-out onboarding is the key to a satisfied and committed employee base and, therefore, to any company’s long-term success. Investing in effective onboarding strategies and tools is, therefore, an investment not just in the new employees but in the future of the company itself.