The onboarding process helps the employee get acclimated to the new position. From English it translates as "adaptation", it is a collective name for practices that make the first months at work more comfortable.

Onboarding is necessary for an employee to experience as little stress as possible when they enter a new workplace. It is a mutually beneficial process, because the more relaxed the newcomer is, the better he performs his duties. And the company will make more money because of it.

Many studies have been conducted on the topic of employee motivation. In one of them, the following results were obtained:

Onboarding together with non-material and material motivation makes the team happier. It reduces people's desire to change companies in the future.

The better the new workplace is prepared, the faster the employee will begin to fulfill his duties. Therefore, you should be concerned about the availability of the following things:

If possible, it is necessary to warn about the newcomer to the team. Some firms appoint a responsible person who will deal with the adaptation of a colleague in addition to the HR-manager. It is better to receive all documents by e-mail - so you can get in advance the data necessary for the contract.

On the first working day, there will be a lot of stress, so a person will not remember all his duties and will make mistakes. But the number of problems can be reduced, and the easiest way to do this is to introduce the newcomer to a mentor who will guide him.

After that, you should tell him about the company and future goals. Sometimes it is useful to show the newcomer the values of the firm, so that he realizes that he is not only working for money, but also making the world a little better.

The answer to the question depends on the new employee's position. The more important it is, the more time will have to be spent on training. But the main thing is to provide the necessary minimum that will reveal the newcomer. The seller of digital equipment, for example, should be given a methodology that describes the stages of communication with customers, ways of interacting with them, etc.

Further training can be broken down into the following time periods.

The employee will not memorize all his duties in the first day, so the first 7 days are the most important. They are used as follows:

Another first week is needed to get to know the team.

Usually the probationary period lasts 30 days, during this time the newcomer should learn the necessary minimum duties. At the end of the period can be discussed salary, the subtleties of the work schedule, etc. But the main task for a month is to give feedback to the newcomer on the work he has done. Some companies ask for feedback from the employee, asking if everything suits him in the company.

At the end of the month, further plans regarding professional growth are set. Usually they have the form of specific goals.

During this period it is necessary to help the employee to gain knowledge, goals are set again and the employee's activities are discussed. Sometimes the newcomer is sent to trainings and provided with useful literature. In the company it is important not to forget about the ties within the team, corporate events are used to improve relations.

A checklist can be used to onboard new hires. Employee onboarding should include the following items:

Prepare the workplace and documentation in advance, this will not only avoid delays, but will also show the employee that the company takes a responsible approach. It is important not to overload the newcomer in the first week, as it will already be stressful.

Preparation of documentation and workplace is an obvious part of adaptation. But we'll give some more examples of employee onboarding:

The preparation of a proper offer will also be useful. Its task is to answer all questions related to material motivation, salary, position, tasks, etc. Also there you can leave useful contacts, a list of possible tools, bonuses, etc.

Meetings and live trainings are not available for remote workers. In this case, onboarding of employees looks like this:

After the probationary period, conduct a video call where we give feedback.

More often than not, small companies and start-ups are not engaged in onboarding new employees. They are guided by the idea that adaptation requires money and time, which a small firm does not have. This is a mistake for several reasons at once:

If the company does not have impressive resources for training courses, short presentations and a list of resources needed for the job can be made. You should also work on the team atmosphere so that newcomers know their questions will be answered.