What attitude for successful onboarding?

πŸŽ‰ Congratulations! You have finally recruited the right person for your company! Now, another challenge awaits you: the integration of your new employee. The benefits of a good onboarding program are well proven: increased commitment, reduced turnover, better long-term collaboration... but it's not all that simple to set up.

⁉️Si certain practices are recurrent in most companies (sponsor, welcome booklet...) it is more difficult to train oneself on the attitude to adopt with one's new recruit to maintain motivation, self-confidence and, above all, maximize performance.

What attitude for a successful onboarding?

πŸŽ‰ Congratulations! You have finally recruited the ideal person for your company! Now, another challenge awaits you: the integration of your new employee. The benefits of a good onboarding program are well proven: increased commitment, reduced turnover, better long-term collaboration... but it's not all that simple to implement.

⁉️Si certain practices are recurrent in most companies (sponsor, welcome booklet...) it is more difficult to train oneself on the attitude to adopt with one's new recruit to maintain motivation, self-confidence and, above all, maximize performance.

πŸš€ At HeyTeam, we have set up a process in 4️⃣ steps that will be renewed cyclically in order to continuously challenge the new recruit during his first 12 months and well beyond!

1️ - First weeks: be directional πŸ‘‰πŸ»

πŸ•‘ Timing: 1-4 weeks

😎 Mindset: I say and he does

😩 The problem? In the first few weeks, the recruit is not really able to make decisions and take initiatives alone.

πŸ™†πŸΌ The reason? She doesn't know enough about the company.

πŸ’‘ The remedy? The new employee needs to be acclimatized to his or her new environment. So step by step, we talk with him or her to avoid leaving him or her to fend for himself or herself.

πŸš€Our tips: You can imagine a calendar of discussions to have with the new employee:

Day One: In order to avoid any misunderstandings, go over the topics that are essential to the smooth running of the new employee's missions (expectations and objectives, company situation, resources and tools, etc.).

First weeks: Pass on how the company operates. Other people can also have discussions with the new employee (founder(s), sales, marketing, etc.).

Above all, during the first few weeks, it is essential to make regular check-ups with the new recruit.

2 - First month: persuasion to counter demotivation πŸ’ͺ🏻

πŸ•‘ Timing: 1-3 months

😎 Mindset: We exchange and I decide

😩 The problem? The new recruit may experience a drop in motivation because the expected results are not yet visible. The probability of departure is then very high...

πŸ’‘ The cure? The accompaniment! And above all, don't put too much pressure on the results. In fact, it is necessary to transmit the right decision-making reflexes by explaining what elements to take into consideration. It is essential that you reinforce managerial attention, which will allow the recruit to progress and regain confidence through small victories.

3️ - First semester: (finally) involve your new recruit πŸ‘¬

πŸ•‘ Timing: 3-6 months

😎 Mindset: We exchange and it does

😩 The problem? Motivation is (re)increasing and the first results are now visible. The risk is to let the recruit make decisions alone too quickly. In terms of timing, the trial period is coming to an end and the recruit may tend to slacken off.

πŸ’‘ The cure? Include the recruit in the final decision. Now you need two to argue, but it's time for the recruit to make the final decision alone. The goal is to empower her.

4️ First year: one word AUTONOMY πŸƒπŸΌ

πŸ•‘ Timing: 6-12 months

😎 Mindset: He says and he does

😩 The problem? There isn't one! The recruit is autonomous and aligned with the company's vision. So, you can easily delegate several projects to him/her.

πŸš€Our tips: At the end of the first year, it is essential to reinvent the position, i.e. continue to challenge the employee, because routine is the number one reason for departures in the first year. So, start the cycle again with a new big project!

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