How to effectively carry out the new employee implementation?

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Motivation and a positive attitude that a new employee brings to the company are undoubtedly extremely valuable. It is crucial to retain them during the onboarding process. Unfortunately, this enthusiasm often dissipates with the emergence of the first conflicts and misunderstandings. It is during this period that a new employee decides whether to stay with the company or start looking for other professional opportunities. Often, companies fail to protect employees from difficulties that may arise in the first weeks of work. They forget about essential new employee implementation steps or completely neglect them.


Employee Onboarding – A key aspect of team integration


Employee onboarding is one of the most critical stages of the recruitment process and one of the most essential tasks in HR and personnel departments. Effective integration of new team members brings many benefits, including improved performance, increased engagement, and reduced employee turnover. However, to achieve these goals, it is essential to understand and meet the needs and expectations of new employees.


Key stages of onboarding


The first stage of onboarding, though often underestimated, heavily influences whether the employee ultimately decides to sign the contract. Communication with the new employee before the start date is crucial. Providing essential information such as the time and location of work, dress code, and the opportunity to ask questions will make them feel prepared and relaxed on their first day. Without this information or if they are ignored, their enthusiasm will also diminish, and their willingness to cooperate will drop sharply.


Structured onboarding plan


An organized, structured onboarding plan allows for a clear presentation of expectations and goals that the new employee should achieve at the beginning of their work. This ensures clarity and enables effective progress monitoring. It is necessary to present the plan to the employee so they can track their progress and know at which stage of the process they are.


Mentoring – The role of a mentor in the new employee implementation


Mentoring is a valuable element in the onboarding process. An experienced employee who acts as a mentor can help the new team member understand organizational intricacies, answer questions, and provide support in the initial challenges. Properly selecting a mentor at this stage is crucial, so the new team member feels confident and can freely express any doubts that arise during the process. Regular feedback meetings with the mentor allow for continuous progress monitoring and understanding of the new employee’s needs. Providing support and showing interest in their development is essential for long-term satisfaction and engagement. Communication at this stage with the assigned mentor helps the employee understand how they are being evaluated and acquire valuable communication skills for future work.


Survey tools in new employee implementation


To avoid mistakes at this stage or to check whether the actions taken have had the desired effect, survey tools such as Vivelio can be used to measure the employee’s satisfaction with the onboarding process. This tool helps detect irregularities that may arise at different stages and allows for a better understanding of the new employee’s needs. Remember that carefully planned onboarding is the key to long-term success.


Employee onboarding – Increasing team engagement


Employee onboarding is crucial in building a strong relationship with the company and the team. It is a time for the employee to get to know the organizational structure and the work environment they will soon be in. It is also a time for making critical decisions regarding further cooperation. Creating an effective onboarding program requires commitment from HR and personnel departments, but it is an investment that will undoubtedly yield benefits in the form of engaged and loyal employees. If you want to learn more about team management, click here to read our previous post about satisfaction surveys and talent retention.