We have written a short 12 step guide to onboarding. As you know good integration of your new employee in your organisation is of utmost importance. It increases the chances of the new colleague staying with you after the first six months – a costly period because of the continuous training of the employee. So here are 12 steps you can follow if you do not have a structured onboarding process yet:

Step 1 – New employee (Organisation)

Your company has just hired a new talented employee, Lisa. With the introDus Preboarding timeline, you are well prepared to integrate Lisa into your team and organisation.

Step 2 – Lisa just signed her contract (Employee)

She looks forward to starting her new job next month. Suddenly she receives a text message. It’s a personal welcome text from you, her new employer with a link to her very own timeline.

Step 3 – You would like your new employee to be integrated as soon as possible (Organisation)

Lisa’s timeline guides her on the first day at office, tells her where to go, informs her about the work culture, the dress code and where the coffee machine is. She watches a video about the company history and receives a test, where she answers a few questions added by you. You even send her pictures and names of the new colleagues she will meet on her first day at office.

Step 4 – Lisa clicks the text message she received and then explores her timeline (Employee)

She discovers information she expected to receive, but also receives a welcome video from the CEO and a pop quiz on who her new team colleagues are. She even gets at floor map and tips on where to pick up the best lunch in the neighbourhood and much more. Lisa is already feeling welcome, she is no longer nervous and insecure and is looking forward to her first day at work.

Step 5 – Successful Preboarding of Lisa (Organisation)

You have shared information with Lisa on company values and other information, which you consider important for her to receive prior to her first day at office. She has answered a few survey questions providing you with valuable information on Lisa as a person, certain preferences and how she is prepared for her new job. You are now well prepared to Onboard Lisa and introduce her to the processes and business procedures of the company.

Step 6 – Lisa’s first day at office (Employee)

She is excited about her new job and feels well-prepared for her first day at office. Lisa knows where to go and whom to contact. She also knows the name of her new team colleagues and what they look like, and she has been introduced to the ‘business jargon’. Her manager takes her to lunch and tells her where the non-dairy section of the canteen is located, as this was one of the food allergy questions Lisa was asked and answered in her Preboarding survey. Lisa is happy and feels taken care of and can enjoy her first lunch at her new company without worries.

Step 7 – Onboarding of Lisa in progress (Organisation)

You hired Lisa for her professional skills but did not expect her to know your specific ways of working, the IT systems and processes. So to educate her and improve the time to performance you have created an Onboarding timeline, where Lisa on her mobile phone and PC has easy access to a personalised introduction program. A welcome meeting with you as manager and meetings introducing her to various work tasks have been scheduled, and Lisa’s team colleagues are notified so that they can prepare. E-learning and easy access to company policies, processes and standard operating procedures as well as pass words to various IT systems and more is also included in the timeline.

Step 8 – At home after the first day at office (Employee)

She tells her family all about her first day. Later she logs on to her timeline. She finds lots of relevant information and things to learn. She is glad to have an overview of the next couple of months. The modules are logically placed so she will follow the Onboarding process in the right order. This helps her feel less overwhelmed. She is looking forward to start the new journey and has never been more motivated to learn!

Step 9 – The first month (Organisation)

Lisa has been with the company for a month now and she is progressing with her Onboarding. She is doing well in her new job. Her manager is happy that Lisa is able to answer the questions in the timeline, and the introduction to her work tasks is paying off as Lisa is already adding to the productivity of your company. Her manager and colleagues can focus on their own work tasks with the knowledge that Lisa has the information she needs.

Step 10 – Lisa feels great! (Employee)

Due to a great introduction Lisa feels like she has been with the company for years, even though she is still new. Very soon she will have her first follow-up meeting with her manager. She feels prepared and ready. Due to her succesful Onboarding she receives good feedback on her customer handling. Lisa is keen to learn more about a User Experience training course introduced on her timeline.

Step 11 – Six months have passed (Organisation)

Almost six months have passed and Lisa has completed her Onboarding. Her manager is happy he structured a comprehensive introduction program for Lisa. He remembers how inefficient onboarding used to be and is happy hes company has invested in a Pre & Onboarding platform.

Step 12 – Recurring learning (Employee)

Lisa completed her offical Onboarding last week. And she is now so familiar with the platform that she looks forward to all the new learning that will be coming her way in the future.