Adaptation of new employees takes up to 6 months. We talk about the onboarding stages and how to correctly adapt the newcomer and involve him in a task management system, a project management online software such as Planfix, CRM, and the general workflow so that he does not quit.
What Is Adaptation?
Adaptation is the business process of introducing an employee into the company’s project management system and the workflow, getting acquainted with the corporate culture of the project, as well as getting the employee used to new conditions, task management, and the team. It usually consists of 4 stages:
Interviewing and hiring
Preboarding is the initial acquaintance with the company ad its teamwork management, which occurs even before the 1st working day.
Onboarding
Onboarding is the direct adaptation of an employee to new conditions. This is a set of actions aimed at introducing a newcomer to the team and the office, tasks, and goals.
How to Do Onboarding?
Onboarding has four stages in the staff management system, each with its own tasks and approach.
Stage 1. First working day
The most important stage is when the applicant is still considering whether to work here further or continue the search. Therefore, it is essential to create a positive impression.
How to successfully onboard on the first day:
- Write a pass for a new employee in advance, prepare the workplace, and warn the team about the new one.
- By the way, during preboarding, do not forget to tell the newcomer what documents to take, how to get through, who will meet, etc.
- Meet a newcomer, and if you have a sudden call or meeting, delegate it to the office manager.
- Show the office and workplace of the employee.
- Get to know the team. If the company is large, introduce key people with whom the newcomer will interact more often.
- Tell about the company’s life – corporate culture, hangouts, meetings, etc.
Most importantly, be friendly and open – this is the first step to a new employee’s loyalty.
Stage 2. The first week of work
If, on the first day, the focus is more on getting to know the office and the team, then further – on work processes, control system, and tasks. Here’s how to onboard at this stage:
- Discuss the area of responsibility: what the employee will do and what task he will take on.
- Set KPIs for 3 months or a quarter, as well as weekly sprint goals.
- Give access and links necessary for work. For example, a marketer needs access to passwords and logins to social networks, etc.
- Tell how the work process works – when to send the TOR to the designer, on what days to post articles, etc.
- Sign employment documents.
If corporate courses and well-being programs exist, tell the employee about them and draw up a learning strategy.
Stage 3. Month of work
A month later, the next stage of onboarding:
- Share feedback on the work of the newcomer – praise and give constructive criticism where it would be worth improving. And the employee will share feedback about working in the company and feelings – what they don’t like about the processes and the company.
- This involves the employee in the process and makes them more loyal.
- Salary review. If after the probationary period (usually lasts a month), you discussed the increase – discuss it.
Also, remember to discuss the work done and future plans, and set goals and KPIs.
Stage 4. After three months from the start of work
As we said, an ordinary employee adapts to work in a company for three months. Therefore, the fourth stage of onboarding is the final one. Here’s what it includes:
- Team meeting and personal review.
- Setting common goals and KPIs.
Another good way to introduce an employee to a team is through corporate parties. For example, you can have a shawarma evening – after a working day, the team cooks together, and everyone tells stories from life. Again, joint activity helps to get closer!
