A good induction program, or onboarding process, is crucial for businesses. Employees who feel welcomed by their employer on their first days at work are 29% more satisfied at work, which in turn strengthens their commitment and performance. Welcoming new employees with care allows them to integrate well into the teams, but also to concretely demonstrate to them that they are appreciated and supported from the first day.
In this article, we'll look at how to create an onboarding experience that's human, structured, and memorable for new employees.
Before arrival: prepare the ground
Welcoming a new employee doesn't start on the day they arrive, but long before. As soon as the job offer is accepted, it's a good idea to send a personalized welcome message, including practical information for the first few days of onboarding, for example:
- The work schedule;
- The dress code;
- The material to bring;
- The contact person's contact details;
- Information on how the first few days went;
- HR policies;
- Upcoming social events.
This helps reduce the anxiety the employee may feel about this new challenge, while demonstrating your professionalism.
For your part, make sure everything is ready before their arrival: a configured workstation, access to digital platforms, up-to-date administrative documents, and the necessary equipment for their role. Planning these elements avoids a lot of friction and delays in the new employee onboarding process, in addition to sending a strong signal to recruits that they are important to the company.
The first days of integration
Once the employee is on-site, the challenge is to integrate them personally, socially, and professionally. Consider the following elements to promote a pleasant onboarding process for them:
- Team Integration: Start with a warm introduction to the team. This could take the form of a welcome lunch, an informal coffee, an icebreaker activity, or a virtual meeting, if you are in a remote work. A small gesture like a welcome gift or a decorated office can also be good ideas to promote a sense of welcome.
- Mentoring: Consider assigning a mentor or colleague who will serve as a reference: someone available and caring, who can answer the new employee's questions and facilitate their social integration.
- Onboarding plan: From an organizational perspective, a structured onboarding program, with a clear schedule for the first week, helps avoid gray areas. Training, meetings with different teams, discovery of tools and projects: the clearer the plan, the more the employee will be able to focus on what matters.
After the first few weeks: maintaining the connection
To sustainably anchor a sense of belonging and ensure employees are moving in the right direction, it may be wise to schedule regular follow-ups. These times allow you to check that everything is going well, answer any outstanding questions, and adjust course if necessary.
Asking for feedback on your new employee onboarding program is also a great practice. In addition to improving your process for future hires, it shows talent that their opinion is valued.
Finally, be patient. It can take time for a new employee to adjust, understand the inner workings of the organization, and find their bearings. Creating a space where they feel free to ask questions, even the simplest ones, is essential for building trust.
An experience that makes all the difference
Welcoming new employees with care is a strategic approach, an act of recognition, and often the first real contact with the company culture. A good new employee onboarding process directly contributes to long-term retention and productivity, and it doesn't need to be complex: a clear message, a warm atmosphere, human support, and a reassuring structure are all that's needed.
Onboarding, when done well, is a gesture of consideration which, from the very first days, makes the employee want to fully invest in their new role.
Pascale Hubert
Web Writer