How would a receptionist clarify the tasks

The ideal first day at work: 10 steps to successful onboarding

A company loses an average of 1-6 employees in the first three months. This is not only annoying and makes work, it also costs. Therefore: Take care of your newcomers, show appreciation - from day one. This makes a special impression on the employee and in the best case creates the basis for good, long-term cooperation. This article shows you how to make your first day at work in ten steps.

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Step 1: prepare a warm welcome

The new colleague should come when the majority of the company is already there - in any case after the morning meeting. In addition to the responsible HR manager, supervisors and / or colleagues greet him and anticipate what awaits him: who will accompany him through the day, who he will meet, where his workplace is and whether or which to-dos he has. If several employees start at the same time, it makes sense to welcome them together.

Step 2: Provide the newcomer with a contact person

New surroundings, new faces, new content. It helps to have someone by your side who can answer pretty much any question: from team constellation to working hours and lunch culture. It doesn't have to be there all the time, but it has to be tangible and easy to find for the newcomer. Because a feeling that comes along: if you ask a lot of questions, you get on your nerves. Nobody wants that, neither actually nor felt. The HR manager should take half an hour or more to onboard new employees to clarify basic organizational issues.

Another plus: A contact person helps with social integration. Some new employees are shy and do not dare to approach new colleagues. The number of new faces can also be overwhelming. A contact person can provide support and introduce the newcomer.

Step 3: Prepare the workplace and technology

On the desk, the new employee will find a welcome package with notepad, pen, etc. as well as the necessary hardware and instructions. Ideally, the hardware is already set up so that the new colleague can start with his onboarding tasks, e.g. B. deposit account data, can start. Otherwise a colleague should help with the installation. It can take up to two hours, because commissioning includes: setting up an email account, completing online profile (s), setting up a signature, creating first contacts, etc. Here, too, someone should be there to answer any questions.

Step 4: Introduce the new hire to key tools

They make work easier, create transparency and allow new employees to familiarize themselves with ongoing projects and tasks. Whether intranet or HR software, they provide self-explanatory orientation and encourage newcomers to dive deeper straight away. Where are important documents, how does the company communicate internally and externally? The tool should answer or provide such basic knowledge. Otherwise the HR manager or a colleague has to answer a lot of questions.

Step 5: Create an onboarding checklist for the new employee

The new employee will find a list of their first upcoming to-dos in their email inbox. In addition: employee information, invitations to upcoming meetings, reading material, etc.

Do you want to put the onboarding into practice right away? Here is a customizable onboarding checklist.

Step 6: The team integrates the new employee

Anyone who has a team should get to know it - ideally through a "key person" who provides an overview and initiates a round of introductions. In the best case, contact with more distant colleagues occurs spontaneously - during another coffee break or on a foray through the office. Otherwise, the newcomer should feel on the first day at work: The doors are open, everyone is happy to get to know them. Which colleagues he gets to know better in the course of the first week because he will be dealing with them, he finds out from the "key person" or by email. You can also tell the new colleague where they can find information about colleagues, the team line-up, and so on.

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Step 7: Lunch with the team

A joint lunch with the core team - not a must, but recommended - gives both sides the opportunity to ask questions about the morning, to discuss the other agenda or just to chat. Because important for the first days at work: that familiarity is established. It is the basis for a quick ramp-up and sustainable positive cooperation.

Step 8: introduce tasks

Few people still have the job advertisement in their head, and the interviews were a while ago. It is therefore important to talk about the tasks at hand as soon as possible. How detailed depends on the situation and position. But the new colleague should and wants to find his way into his role and contribute as quickly as possible. It is advisable to include one or the other specific to-do with you.

Step 9: Mission, Vision, Values

Take the time and bring the new colleague closer to the mission, vision and values. Because this is what your mutual success is based on. In addition, the new colleague will tell friends, family & Co. about the new job - and in the best case to become an ambassador for your company. In the first time, the new employee will hear about it more often - that's a good thing. Because the faster he internalizes it, the easier it will be for him to identify with it and to be able to get started in line with your requirements. It is worth discussing what expectations you and your new colleague have. On the one hand you create orientation, on the other hand you avoid misunderstandings.

Present all important information to the new colleague in a Power Point presentation. Download the template here.

Step 10: give feedback

In between, ask the new colleague whether he has any questions, what is unclear and what impression he has. Because it should be able to start quickly - the basics should be clarified. It also helps him to overcome his reluctance. Before the colleague leaves the office, you can ask them again for a final feedback and ask what they would like for the coming days. This helps you plan and allows you to set the pace and content.