In times of a shortage of skilled workers, it is important for the care sector to integrate newly acquired or returning employees into the team and everyday life. After all, only satisfied employees remain motivated with their employer in the long term. Thomas Kujawa, founder of fachkräftesicherer.de, gives five tips on how to make onboarding a success.
1. Arrange processes
„Onboarding does not only begin on the first working day“, says Kujawa. For example, the expert believes it is necessary to involve the new specialist in the company and in processes from the moment the contract is signed. For example, the employer can hand out the work cell phone or laptop before the first day so that new employees get used to how it works. It also makes sense to hand over books, magazines and information so that integration into work processes runs smoothly. „In addition, new employees should have access to internal messengers and newsletters even before they officially start work,“ says the expert.
Likewise, new employees can be integrated into the team „offline“ in advance. For example, managers can invite them to the weekly jour fix or to a colleague lunch during the lunch break. In short, opportunities for personal meetings must be created by the employer. „This is how networks can be formed even before the first day of work,“ says the 51-year-old. This helps skilled workers feel part of the team right from the start, he says, and helps them bond with the company in the long term. It is also a way to counter the dreaded ghosting. Employees are absent on their first day of work without explaining themselves and do not take up the position.
2 Document and check
„Consistent onboarding is essential,“ says Kujawa. It starts with mundane things, such as welcome gifts or employee receptions. But it also includes important documents and guidelines for everyday work. These should be handed over to new colleagues on their first day at the latest. Regardless of how a company – regardless of region, philosophy and structure – designs the onboarding process, two things are particularly important: „First: Every new employee receives equal onboarding processes and information. Second, the company makes the onboarding period as easy as possible through good preparation.“ For this to succeed, every onboarding should be documented and processes reviewed.
3. Optimize processes
It is also important to be open to optimizing processes, he says. The best way to do this is through the opinions of new colleagues. „In this regard, it is advisable to obtain feedback in the first few weeks.“ New employees have a different view and a fresh perspective on internal company processes and collaboration. By asking honest questions, such as „Why are you still here today?“ or „At what point did you doubt your job?“ problems can be filtered. This feedback is worth its weight in gold, allowing the company to improve not only onboarding, but also daily work processes.
4. Offer a contact person
„Assigning new professionals a permanent contact person can make the onboarding process much easier,“ Kujawa says. As a kind of mentor, this person can assist the newcomer with everything from getting to the cafeteria to filling out paperwork for new work clothes. „Even before they start work, new colleagues can contact the person in charge if they have any questions.“ It dampens the uncertainty and the resonating fear of the new challenge somewhat when a „godfather“ guides through everything. In addition, the prospect of being a mentor to the next generation of caregivers offers an attractive opportunity that can bind employees to the company in the long term.
5. Prioritize humanity
According to Kujawa, however, integration as a human being is the most important point. „Employees are not only there professionally, but also humanly,“ says the expert. Part of the onboarding process, therefore, is giving the employee’s personal life space at work. Be it through a small picture on the desk. Or the short call home after parental leave. Those responsible for onboarding should therefore reflect on their own experiences: What would have helped me? Where did I feel left alone or excluded? A workplace where individual needs are taken into account is more attractive in the long term.
