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  • Dr. Tom Siebenaler

People Development Easy Explained 1/6: What is Onboarding?


The first days and weeks in a new company are a crucial time for new employees. The first impression that newcomers receive of their new working environment has a significant impact on their long-term commitment to your organization.

  • What does the onboarding process look like after the contract is signed?

  • Which experiences do new employees make during their first days at work?

  • How long does it take for new employees to settle in their new environment and become „operationally ready“?

  • How quickly do organizations succeed in integrating newcomers - professionally, socially and culturally?

New employees often feel left alone with their tasks or the integration into the team or into existing structures does not work smoothly.


A person quitting during the probationary period results in high costs for your company: the recruitment process needs to be restarted, the early employee departure can have a negative impact on the motivation of existing employees, and the already invested ressources are lost.


A well thought-out onboarding process that welcomes the new talents, integrates them in a targeted manner and reduces turnover during the probationary period thus becomes critical.


Especially after a lot of energy and time has been spent into the recruiting process, it is vital to continue paying attention to new employees after the contract has been signed.


What are the characteristics of a successful onboarding process?


Setting up a professional onboarding process in order to fully integrate new employees starts after signing the work contract and encompasses the end of the probationary period:

  • Introduction of a systematic pre-boarding process from setting up the workplace to providing a schedule for the first days

  • Definition of clear tasks and responsibilities

  • Supporting the social integration of new employees into existing team structures (e.g. introduction of a "buddy" program)

  • Creation of guidelines, manuals and policies in order for new employees to quickly familiarize themselves with company-specific processes

  • Planning of regular feedback meetings

  • Creation of an orientation guide for the cultural integration (e.g. communication of values, strategic corporate goals, ground rules for cooperation) of new employees

  • ...

A mutual understanding of professional, social and cultural processes not only provides a sense of security and clarity, but also helps to maintain the positive impression from the hiring process.


In case the onboarding process is successful, new employees will associate a positive feeling with you as an employer and communicate potential challenges early on, which in turn enables you to prevent a potential resignation during the probationary period.


Would you like to have your onboarding process reviewed or intend to set up a new one? Seven Trees is looking forward to your inquiry.

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