An integration process deemed unfinished or incomplete by new employees strongly impacts their commitment and productivity within the company. However, there is no onboarding formula that works 100% for all companies. In fact, each company is different and each employee is different. Yet, we notice that the same mistakes are made during the integration of new employees. However, these mistakes are easy to avoid.
In this article, we will show the mistakes not to be made to welcome a new comer and ensure a successful integration.
Mistakes not to make when bringing in new employees
When we consider that one in five employees leave their job within 45 days of being hired and that more than 50% who have followed a comprehensive and well-structured onboarding program stay for more than three years, it’s no surprise that more and more companies are taking their onboarding process into account. In fact, it has become essential to create a structured onboarding program that can retain employees over the long run.
It should be noted that the successful integration of a new employee represents a major challenge for both the manager and the company. Indeed, it is important to know that the more successful the integration phase is, the more the employee will be committed to his work and the more he will develop a sense of belonging to the team.
1. Considering the first day as an ordinary day
The first day of a new employee represents an essential step and the beginning of life within the company. Therefore, it should be memorable and marked by different highlights such as:
- A representation of services and work environment
- A word of welcome from the management
- A team lunch
- An explanation of the first task and support for the handling
- An informal exchange over a drink
- A delivery of the welcome booklet
2. Not informing teams
Until today, it is common for teams to be informed of the arrival of a new employee on the same day. Most of the time, recently hired people enter their position realizing that they are not expected by the teams already in place.
Very often, they realize that no one know their name and no equipment has been provided for their arrival. This tends to leave a negative first impression of the company. Therefore, it is essential to warn former employees.
If you have a newspaper or newsletter in your company, you can use them to introduce the new employee. You can also introduce him more informally in an internal meeting.
Note that the more former employees feel they know the new employee, the warmer the welcome will be.
3. Neglecting support
It is important to determine a sponsor in addition to communication with the teams. This person will be responsible for integrating the new employee. He will be his reference in case he has a question concerning the company to facilitate his integration. Support should be provided as long as necessary and not to be limited to the first days or weeks.
4. Handling too much paperwork
One of the most time-consuming tasks is filling out administrative forms. Indeed, this mission can take several hours or even days. It is valuable time wasted by new employees as well as the human resources department and the entire group. Every hour spent on reading explanatory manuals or signing documents is a non-optimized hour. In fact, new comers could have used this time to familiarize themselves with their new tasks. This administrative burden extends the time required for a new employee to achieve full productivity.
5. Overburdening new comers during trainings
One of the common mistakes during onboarding is giving the newly recruited too much information. Actually, introducing a new work environment is already a source of significant information to manage.
The role of any company is to help the newly recruited to get the information they need at the right time.
With digital adoption platforms such as Picomto, you are able to train your employees in real time. This form of learning helps new employees to learn quickly by following instructions. With digital solutions, you can break down your training into smaller modules. This will make it easier and more sustainable for employees to retain information.
6. Limiting onboarding at the end of the first day
Another common mistake is to think once the first day of integration is over, onboarding is over. Yet, it does not stop there. In reality, the first day is just the beginning. A few days are not enough for a newly recruited person to assimilate and understand the different procedures and culture of the company. In fact, the support of a new recruit is carried out from hiring, adaptation to taking the position. In addition, the integration into the company continues beyond the trial period (integration period for new comers).
7. Absence of feedback throughout the onboarding process
Beyond the integration of a new comer within the organization, onboarding is also the beginning of a relationship with his manager. Therefore, it is a two-way process. It is important to set up milestones to provide feedback and also allow the new comer to express himself. You should not forget the chance you have with each new arrival. Actually, you are introducing someone with previous experience and a new perspective for your company and its processes. Therefore, it is an opportunity to take advantage of the new employee’s exteriority by having him highlight areas of improvement.
Picomto is a digital solution that provides the necessary information to new employees. This digital tool also allows to train new employees in order to make them operational more quickly.