New integration of employees: how to be successful

TheIntegration of a new employee It is accompanied by many challenges. Many structures focus mainly on the phases before and during the recruitment and sometimes tend to neglect or give less importance to after.

However, the integration of a new employee is an essential step in the correct functioning and sustainability of the company. This final phase of the recruitment process is actually the starting point for your loyalty process. In this article, we give you the keys for the successful integration of a new employee in your organization.

What is the integration of an employee?

The process of integrating a new employee, also called onboarding of human resources, consists of all related practices:

1. Reception
2. Training
3. And the integration of the employee

As outside Boarding, the integration of an employee must be prepared upstream.

In fact, an employee needs time to adapt. It does not necessarily know who to contact information or the way the company works.

To obtain efficiency, it is possible to automate certain tasks, for example in:

• Computer programming in advance with a standard configuration
• Creation of video tutorials to form new enthusiasts to tools and software

Why is integration important?

The aim of the integration of an employee is to support the new recruit during his first days in office and prevent him from leaving the company prematurely.

The path of integration is therefore an essential phase that will allow:

• It presents the company as a whole (its activity, its structure, its culture, etc.)
• Discover the workstation, the service and the department.
• Have reference parameters within the company for the new employee

✅THEYLEAD OUR Integration plan model for a new employee

There is Three main advantages Opt for effective onboarding:

1. A well -requested and well -informed employee from the beginning is An employee who feels appreciated. It will be able to highlight your employer’s brand.
2. Good integration will allow him Tie links with colleagues and management Much faster.
3. Finally, good integration is the guarantee ofAn employee who performs quickly.

Now let’s see how to successfully integrate a new employee.

How to integrate a new employee?

The successful integration of the new employee involves a good preparation. Here are 5 ideas to ensure the success of hires over time.

1- analyzes internal needs

It happens before even transmitting the job offer. It consists of Precise definition of the needs of the company, Consulting the managers, both in terms of skills and characters.

This will determine what they want to implement:

1. If managers want to create a team united with employees who like teamwork likes, they will probably have to spend a lot of time to supervise the new employee (Mezzogiorno meals, day of integration, normal team or individual meeting, etc.)
2. On the contrary, they may have enough time to devote themselves to the reception. In this case, an employee with a more autonomous temperament will be favored.

👉 you would certainly like to know the difference between integration and orientation

2- Study technical needs

There could be a fairly long delay between the integration of a new employee and the moment in which he agreed to join the company.

Then make sure to prepare them upstream, so that the employee should only participate in progress. You can also opt for tutorials or training video in case of multiple arrival in similar positions.

3- Keep the contact

Once the employee has agreed to join your company, there may be a shorter or less long delay before integration. The worst thing to do is no longer communicating with him before his arrival. This gives the impression that it is not important.

If during this period you can cancel your job, also forget it!

👉 Find out more about pre-Boarding

4- announces the arrival of the new employee

This announcement can be made in different ways, you can particularly:

• Send an internal and internal email
• Organizes a quick meeting with the service or the department to which the new employee will be attached
• Make a visit to the office to present colleagues in person
• Organize a welcome pot: it can be a breakfast for example. You can take advantage of this moment when everyone is gathered to present your new recruit.

Example of e -mail to announce the arrival of a new employee: 1st example

It is with great pleasure that I announce the arrival of (name and name).

She/he will be part of the team of (service name or department) as (post of the post).
(name) specializes in (employee competence). It will work in collaboration with other members of the team on the development of (project title).

So welcome to (name and surname)!

Example of e-mail to integrate a new employee: 2nd example

I am pleased to present you (name and surname), which strengthens our team. (Name) is our new/news (entitled of the post) which will be responsible (description of the post).

We are convinced that our collaboration will be fruitful.

I count on you to welcome him warmly.

✅ Download our new employee integration sheet for free

4- Be careful on the first day

What could be worse than to get to a company and find that nobody was waiting for their arrival?

Imagine a first day when:

1. The manager is not there
2. The computer is not configured
3. Colleagues are not aware of his arrival

At that time, anyone who has only one desire: leave.

So be careful to provide a dignified welcome to the employee for his first day!

The minimum is at least:

1. Have someone who welcomes and validates the administrative aspect
2. A presentation of the team and the work area with functional tools (badges, computer, telephone, etc.)
3. A presentation of practical aspects, such as the company’s car, the coffee machine or the canteen and its programs

The first day of activity is a particularly stressful moment for many peopleAnd a bad impression can quickly make you want to escape!

5- Follow, create duets

The process does not stop on the first day. However, you will have to follow the new employee for several months. Provide regular meetings to take stock of your needs and offer concrete solutions.

You can set a Sponsorship strategy. This is particularly effective when you have a young man who integrates the business. Then form a tandem with a person close to retirement.

The exchange of skills and experiences installs a strong complicity. The young man feels protected and discovers all the gears, the expert feels appreciated and enhanced.

How to evaluate the integration of a new employee?

And yes, the adventure continues. After completing all the stages of your employee’s honor, you will have to return to him after a few months.

The first weeks are of capital importance in the process of integrating a new employee. It is therefore essential to measure its evolution in your organization after a certain time (about 1 or 2 months).

To this end, you have three tools at your disposal:

The latter is all the more interesting for the employee as for the employer.

What solutions are there to improve the integration of employees?

«Traditional» solutions

Historically, companies have used traditional approaches to integrate their new employees. This usually includes a file Structured reception program Including orientation sessions, presentations on the company, its values ​​and its culture. Tutoring or sponsorship It is also a common practice, in which an expert colleague is appointed to guide the new employee.

THE Training sessions Face -to -Face are also used to provide new employees with the skills necessary to be successful in their role. In addition, regular meetings with the manager allow employees to receive feedback on their work and ask questions about their integration.

Finally, social events And Team Building activities are organized to promote the interactions between team members and strengthen professional ties.

Digitized solutions

With the advent of digital technologies, new solutions have emerged to improve the integration of employees.

The onboarding software now allows digitizes many phases of the integration process. For example, new employees can access interactive orientation modules and digital documents via an online platform. Tutoring or sponsorship can also be facilitated remotely thanks to the communication tools integrated in the HSS.

In addition, employees can follow personalized online training, adapted to their specific and accessible needs at any time. Manager’s feedback can also be given through Integrated features in HSSSallowing continuous monitoring of performance and integration.

Finally, collaborative platforms and corporate social networks allow new employees to interact with their colleagues and participate in social activities, even at a distance.

Conclusion on the integration of a new employee

Never neglect the integration of a new employee.

This mainly passes:

• for some preparation upstream of the arrival,
• from much communication during its integration

Employees are increasingly attentive to the image that the company returns. So be careful if you want to improve your employer’s brand. Finally, a well -requested employee is an employee who will be more quickly productive and who will not go after a few weeks!

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