Successful onboarding isn't just about the first day — it affects satisfaction, performance and loyalty of new colleagues. Nevertheless, mistakes are constantly repeated in it, which can unnecessarily complicate the onset and adaptation of a novice. About his practical experience in HR will share with you Denisa Belska, a recruiter and consultant who has seen throughout her career properly configured onboarding processes, but also those that failed unnecessarily.
The adaptation of a new employee can be either smooth and natural, or fraught with unnecessary complications. What is the key to success? Denisa Bělská will share with you the best practices that help newcomers quickly get involved and feel part of the team from day one. Why is it important to be 100% available, listen to their expectations and involve the hiring manager in the process? And how can an ordinary smile break down barriers? You will learn all this and much more in her perspective on onboarding, which not only works, gives great feedback, but also creates the best conditions for a positive experience when boarding.
Denisa Bělská is an experienced professional who has combined her knowledge of HR with a passion for business. After a successful career in internal recruitment on a global level, she decided to use her experience on a wider scale to help companies digitize HR processes. Today she works as a consultant focused on the optimization of recruitment strategies and the implementation of modern technologies. Its goal is to deliver innovative solutions that simplify recruitment, increase the efficiency of HR teams, and help companies grow through well-set processes.
Missing pre-onboarding: communicate with the newcomer regularly even before boarding
Agree to board in three months and then leave the newcomer in silence? This is a common mistake that can lead to uncertainty and stress. Regular communication before the first day is essential to create a positive relationship and easy adaptation.
It is important to keep the newcomer informed about how his first day will go, what awaits him and that you are counting on him. Be empathetic and support himif he shares concerns about moving to a new firm.
If possible, arrange informal meetings with the team before joining — for example, for coffee or a team activity. Thanks to this, the newcomer will get to know his colleagues in a natural environment, and his first day will not be so stressful.”
Missing first day schedule
The first day in a new job is stressful, especially if the newcomer does not know what awaits him. When and where should it arrive? Who does she meet? How long how long will everything take? Uncertainty about these issues can unnecessarily increase nervousness and slow down adaptation. The solution is simple - send the newcomer a clear plan in advance. It should contain information about the trainings, the schedule of meetings, the duration of each activity, as well as contacts to the key persons to whom it can contact.
In terms of full remote position, it is important to include in the schedule regular online meetings with the team during the first week. Thanks to this, the newcomer will naturally participate in the events and will not feel isolated.
Getting to know colleagues, one wheel around the company on the first day is not enough!
In many companies, the first day of a newcomer takes place by taking a wheel around the offices, greeting a few people, and that's the end of it. But what if half the team is working from home, sick or on vacation? Such an “acquaintance” fits easily, and the newcomer can still feel like a stranger.
Therefore, it is important to think strategically about this process. A wheelbarrow around the firm makes sense, but only on the first day. However, real involvement in the team requires further steps. One of the effective solutions is to send it to everyone on the day of arrival Organizational Announcementwhere you introduce a new colleague — ideally also with a photo and information about his hobbies. However, do not forget to verify your consent in advance and agree with the entire notice.
Acquaintance with the company culture and the habits of the team
Each company and team has its own specifics that affect the way of working and communicating. A newcomer should understand from day one not only his work tasks, but also how the team works and how to work together in it. If he doesn't get this information in time, he may feel lost and take longer to naturally engage.
This is why it is important at the beginning explain what a normal working day looks like — when to go to lunch, what communication tools are used (Slack, Teams, Email, WhatsApp), as it is with home office (How to implement hybrid models of work, you will learn in the article) or regular team meetings and benefits. Besides share company values, rituals and unwritten rules. How do you handle informal meetings, whether you have team breakfasts or if it's common to go for a drink after work.
Don't be afraid to give a newcomer tasks from day one
The first days in a new job are crucial for a smooth start. But it often happens that the newcomer only monitors the events around him, does not have any specific tasks and remains in a passive role. This can lead to uncertainty, slower integration into the team, and longer time needed to be fully productive.
Therefore, it is important to actively involve the new colleague in the work from the first day. The best way to do this is to prepare specific tasks for him on the first day, such as orientation in internal systems or minor tasks related to his role. A great advantage is also the automation of onboarding processes, which will allow the use of templates for different roles and linking them to notifications. Thanks to this, both the newcomer and colleagues in the company know exactly what to do, and when.
“In addition, the set tasks will allow HR and managers to digitally track the progress of the new employee and provide timely feedback. Structured onboarding ensures that the newcomer is not just a passive observer, but an active member of the team from day one,” adds Denisa.
Regular feedback and its frequency
The first week runs away, and the newcomer suddenly does not know how he stands, if he meets expectations or if he is on the right track. Insecurity in the beginning can slow down his adaptation and affect his confidence in the new role. Therefore, it is important to set up regular meetings for feedback in the first week, for example in a proven model 30-60-90 days. In order not to forget them, it is a good idea to add them directly to calendars. This will ensure that everyone prepares for the meetings on time and is not condemned to the sidelines.
In addition to these checkpoints, it is great to introduce weekly 1:1 meetings between the newcomer and the hiring manager. These help track progress, share feedback and resolve any ambiguities in a timely manner. These meetings should be a priority -- interrupting or postponing them can send the wrong signal to a rookie about his importance on the team.
Onboarding is often an underrated process, yet it plays a key role in how quickly and well a new employee integrates into the company. We often hear that “everything is learned on the march” -- but the reality is different. If onboarding is absent, not structured, or left only by quickly handing over a laptop and wheeling around offices, a newcomer may feel lost, insecure ademotivated.
If you want to take onboarding to the next level and save the cost of finding a new employee, focus on clear communication, regular check-ins and process automationthat will save you a lot of work. Onboarding is a process that does not end after the first week and is needed invest time in him and evaluate how he fits the new colleague's environment, as well as how his arrival has reflected on the satisfaction and performance of his team.
