The absence of a structured welcome concept is often the reason why employees quit within the first 100 days. Anyone starting a new job and wandering helplessly through hospital corridors without a contact person will already feel frustrated on day one.
Many job starters know the feeling of being left alone. Those who feel this way take longer to gain confidence, and their motivation drops quickly. Manuela Görzen and Regina Bartoldus from the Evangelisches Klinikum Bethel in Bielefeld have observed this too. To counteract it, the two nursing professionals developed a new onboarding process.
Welcome Concept: Structure and Clear Processes
Görzen and Bartoldus work in the University Hospital’s Nephrology and Diabetology Department, caring for people diagnosed with diabetes mellitus, hypertension, or kidney disease.
Manuela Görzen, a certified nurse and head of nursing management, and Regina Bartoldus, an APN (Advanced Practice Nurse) with a master’s degree, created a scientifically grounded concept that offers new staff structure, professional development, and one-on-one support.
Mentors and Training Days
In their concept, the first working day is defined as a training day. “We want new colleagues to feel welcomed,” Görzen explains. New staff are personally greeted by name, given a tour of the hospital, and introduced to the multiprofessional team—instead of being thrown straight into work.
Continuing Education from Day One
Bartoldus begins training on the very first day. “I introduce new staff to nephrology and diabetology, topics that are not covered in detail in general nursing education,” she explains.
From the second day onward, new colleagues shadow experienced nurses for four weeks in a training-on-the-job format. The second training day follows about a month later, covering dialysis, insulin therapy, emergency situations, and mandatory training. Feedback discussions help identify what has worked well and where more support is needed.
Feedback and One-on-One Guidance
The structure encourages open communication about knowledge gaps or uncertainties. An evaluation helps determine each employee’s progress and areas for targeted support. Because nephrology and diabetology require deep expertise built over years, the program includes tailored instruction based on learning type and prior knowledge.
Thanks to the Welcome Concept: Faster Confidence at Work
New employees respond positively. They find that the calm introduction, one-on-one mentoring, and consistent contact make them feel secure faster. “Our staff tell us they no longer feel like they’re just treading water,” Görzen says. “They gain confidence sooner and establish themselves more quickly.”
