I am a young developer with high ambitions for the work I do, and passionate about moving the web forward. I want to build web applications that run equally good on all devices and have all the information that they need and cuts away the bullshit.
2019-01-25 | Simon Dragsbæk
We live in a time where most large companies have an HR department, and so it should be. Small and medium enterprises might not have that luxury though which often means that the organisational structures tend to be more fluid.
Silo thinking in companies can be a pain point for many employees but also for managers. The more your company is divided into departments the greater the chance are, that you think in responsibility for certain tasks.
This tends to happen when getting a new colleague too. The larger your company is, the more most tend to think that the employee onboarding is HR’s responsibility. Well, it isn’t only though. Given that HR is a strategic function in your company their tasks are on that level. That doesn’t mean they cannot support or guide you about best practice in onboarding of employees, but it highlights a very important issue: You are the expert in your field and in how to do what and when to do it. Therefore it makes much more sense if you help integrate your new colleague in your department.
Onboarding, or integration as you could call it, is equally about developing and nurturing the relationship with your new colleague and making sure that they get up-to-speed as fast as possible on the routines and the specific ways you handle tasks.
A new employee asks up to 50 hours of questions in the onboarding period, where most of them trivial things that all you experienced folks take for granted. By focusing on a faster, more efficient and more personal integration the chances for developing good and sound relationships and a productive working environment is greater. We all know the irritation that can arise when constantly being interrupted when trying to focus on a task. This can, in the long run, lead to sick days, harassment and poor well-being at work.
You’ve probably seen it coming but the tip is to take on the responsibility. For the team, the department, the building or the region. Delegate the onboarding responsibility to the most qualified colleague and let them be the mentor and buddy throughout the entire period.
If you have an HR department then ask them for best practise guidelines and tools, but do remember to adjust the processes so they fit the world you operate in.
Don’t have a specific process for onboarding? Don’t worry. Browse the blog in here from time to time for tips and more knowledge or ask professionals working with this every day.
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