Onboarding

Here’s how teamgeist can support you with onboarding

• We bring your company to life. Show what your company is proud of. 
• Use digital media to guide the employee even before their first day on the job.& nbsp;
• Let employees get to know their new environment in a playful way on their first day of work.  
• With the help of digital media, you can stay in constant contact with the employee and make them feel like they’re not alone.& nbsp;
• By using digital media, you make the onboarding process measurable.  
• Cloud-based solutions enable onboarding processes to take place simultaneously across multiple locations while maintaining the same high quality.& nbsp;
• Team building and related events, because integrating new employees is not a one-way street and is equally important for both new and existing employees 
• In times of working from home or remote work, digital onboarding is particularly important for integrating new employees as quickly as possible. We have the right tools, modules, and experience in digital onboarding.

Support throughout all phases of the onboarding process

Preboarding, or motivation phase

In the process phase “Preboarding” special attention should be paid to Professional and social integration . The new employee should feel that their new employer cares about them. This way, thoughts of quitting early don’t even cross their mind. Seamless communication after the contract is signed is essential for this. This onboarding process should also include initial job-specific information and training before the first day of work. The team can already introduce themselves to the new colleague digitally and express their excitement about working together.

Orientation & Onboarding

The “Orientation” phase of the process should provide an inspiring start on the first day of work. After all, who remembers still remember, years later, a “disappointing” or “motivating” first impression of the new work environment? In addition to technical training, onboarding should also include a structured process for social integration. This should not be left to chance: On the first day of work, the foundation is laid for a high level of psychological safety, which is essential for successful collaboration.

Onboarding and Integration

During the onboarding and integration phase, the focus is on a structured and efficient technical onboarding. The better this is designed, the sooner the new employee can work productively. A structured process also relieves colleagues of often uncoordinated, time-consuming onboarding discussions. A well-thought-out onboarding plan is extremely helpful in this regard. Depending on the employee’s profile This can be highly customized or standardized (e.g., trainees). In any case, it should include fixed dates for the onboarding phase, including orientation activities, work goals, and feedback meetings.

Research Findings on Onboarding: 

• A satisfied employee is more productive, and the employer can rely on consistent performance over the long term. 
• Employers with a strong corporate culture and a supportive team environment experience significantly lower employee turnover and, as a result, less loss of expertise.
• Onboarding programs can increase retention by 25% and improve employee performance by 11%. 
• Employees who participate in a structured onboarding program are 69% more likely to stay with an organization for 3 years.
• It takes 8–12 months for new employees to become as competent as their experienced colleagues. 
• 15% of employees stated that the lack of an effective onboarding program contributed to their decision to leave.