Onboarding und Offboarding von Mitarbeitern; damals und heute

“If every entry is the beginning of a new relationship, then every exit is also the beginning of a relationship of new sort”

Der organisatorische Einstieg beinhaltet die Planung, Umsetzung und Kontrolle eines definierten Weges für neue Mitarbeiter, um Zugang zum Unternehmen zu erhalten und Mitarbeiter des Unternehmens zu werden.

New employees prove themselves during the hiring process to get into a company. Employee onboarding will help them to understand how a company can give them a viewpoint to prove themselves once they get started. No employee joins with an intention to leave but can experience the fear of the unknown. So, making a good impression on them in the first few days is very important even before they start. Employee Onboarding will help new hires learn the core values and behaviors of the company to become productive by building relationships with colleagues. It should extend beyond the the first week of an employee. It can last anywhere from a month to a year. In many companies, onboarding is often confused with orientation. Filling out essential paperwork, participating in hands-on training, socializing with co-workers, and understanding the company culture on the first day of joining is not the end of the employee onboarding process.

Mitarbeiter Onboarding

Onboarding is an opening for the new hire to connect passionately with the company's vision and culture. It should give them all the tools and resources they need to become happy and productive members of the team as fast as possible. At the same time, it should give them a real impression of a company, so that they stick around long-term. In coMakeIT, Orientation is not structured to be a training program, but it is a social function that assists as a familiarization program provided to a new employee.  We call it a ‘getting to know us’ program which includes.

• Überblick über die Organisation
• Richtlinien, Verfahren, Regeln und Vorschriften
• Leistungen für Arbeitnehmer
• Gesundheit, Sicherheit und Umwelt
• Rundgang durch die Einrichtungen
• Funktionen der Abteilung und dort zugewiesene Aufgaben und Verantwortlichkeiten

Our onboarding efforts start once the employee has accepted the offer. We create a checklist that includes what needs to be done before they start work, during the first week, and beyond.

• Sobald sie die Stelle angenommen haben, schicken wir ihnen die erforderlichen Unterlagen per E-Mail zu und schaffen so eine persönlichere Erfahrung. Auf diese Weise verbringen wir mehr Zeit mit dem neuen Mitarbeiter, anstatt darauf zu warten, dass er die Formulare am Tag seiner Einstellung ausfüllt.
• Wir werden in ständigem Kontakt mit ihnen stehen, um alle ihre Bedenken im Voraus zu klären.
• Ein paar Tage vor ihrem Arbeitsbeginn rufen wir sie freundlich an und teilen ihnen mit, wie sehr wir uns freuen, sie in unserem Team zu haben. Wir geben ihnen die wichtigsten Informationen, die sie an ihrem ersten Tag im Büro benötigen.
• Um Ihnen die Nervosität am ersten Tag zu nehmen, werden wir Ihnen eine Liste mit Ansprechpartnern zur Verfügung stellen, an die Sie sich wenden können, wenn Sie am Tag der Aufnahme Hilfe benötigen.
• Es kann zermürbend sein, eine neue Stelle anzutreten, wenn niemand weiß, wer Sie sind oder welche Rolle Sie spielen. Um dies zu verhindern, stellen wir Tickets an die angeschlossenen Shared Service-Abteilungen aus, in denen wir den neuen Mitarbeiter im Voraus vorstellen, so dass jeder weiß, wie er sich in den Einarbeitungsprozess einfügen wird.
• Damit sich der neue Mitarbeiter besonders wohl fühlt, begrüßen wir ihn mit einem neuen Joining Kit, das ein paar nützliche Dinge enthält. Jeder mag Geschenke, ob klein oder groß, und es wird ihren ersten Tag von Anfang an verschönern.
• Wir richten unseren neuen Mitarbeitern von Anfang an einen sauberen, gut ausgestatteten und organisierten Arbeitsplatz ein, damit sie das Gefühl haben, sofort produktiv arbeiten zu können, noch bevor sie ankommen.

• Um den Rundgang durch das Büro interessanter zu gestalten, lassen wir unsere neuen Mitarbeiter wissen, wo man sich in den Pausen trifft. Wir zeigen ihnen einen guten Ort, an dem sie in Ruhe nachdenken können, indem wir ihnen ein Gefühl dafür vermitteln, worum es in unserem Büro geht, damit sie sich sofort auf ihre neue Umgebung einstellen können.
• Wir stellen den neuen Mitarbeitern ihre Kollegen und das Team schon früher nach der Einarbeitung vor. So können sie sich schneller an die neue Umgebung gewöhnen und sich wohlfühlen.
• Wir fügen auch ein Foto des neuen Mitarbeiters und einen kurzen Lebenslauf in das Dashboard ein, das im Laufe der Woche im Fernsehen gezeigt wird und alle Mitarbeiter über ihren neuen Kollegen informiert, damit das Team ihn/sie enthusiastisch und aufrichtig willkommen heißen kann. Auch die Willkommensmail wird am selben Tag im gesamten Unternehmen verteilt.
• Wir versichern ihnen, dass sie uns jederzeit und an jedem Tag erreichen können, wenn sie Fragen haben und Hilfe benötigen. Dieses kleine Vertrauen wird ihnen helfen, sich keine Sorgen zu machen und sich auf ihre neue Rolle im Unternehmen zu konzentrieren, weil sie wissen, dass wir für sie da sind.
• Wir sorgen dafür, dass alle wichtigen Abteilungen wie Versicherung, Finanzen und Helpdesk noch am selben Tag über den neuen Mitarbeiter informiert werden, damit die Reise reibungslos beginnen kann.

Induktion

Induction is part of onboarding which will help new employees to learn and adapt in the organizational culture, core values, and show them how interconnected he/she is to everyone in the organization. Successful employee induction is an ongoing process and it doesn't simply end after the new starter's first day, week, or even month so to engage our recruits, we make sure they grow into their roles, and, ultimately, pass their probationary period before they attend our induction program which will be planned in every 2 to 3 months. We treat our Induction program as the ideal time to make a lasting impression with the new hire, build trust, and alignment with role expectations. In the induction program we take them go through the company’s vision, norms, and values we want them to imbibe. As a priority, we also cover legal and compliance requirements for working at the company and the health and safety of the new employee. we make sure the day isn’t all about business and policies, it’s also about team building, and having fun. The key is to make them understand the core values of the company more practically hence we include activities and games during the induction process. This will make the team excited to kick off this new stage of their careers This will be followed by team lunch for an informal “meet and greet” with other team members and management. We conclude the induction program by taking feedback from employees, understanding, and implementing the valuable inputs.

Offboarding

Generations ago we may have thought “who cares about former employees and their feedbacks?” It is natural that there is a moment of separation between the employee and the company, for several reasons. We don’t like to lose our people, but when it happens for a reason beyond anyone’s liking or control, a new moment of truth sets in. We are very concerned about the reasons that the employee chooses to leave us, so we religiously conduct exit interview and elicit feedback from the employee. There may be things there that require attention in the company, at various levels. We will do great disservice to the HR function, if we wouldn’t capture that pulse of the employee who is leaving. Every exit is a new opening of relationship. Perhaps we can learn from it, or we hire them back at later point in time, but in any case, they will be ambassadors of the company’s culture even after they left. In today's generation, negative exit interviews can erode a company brand, our ability to hire top talent also internal team morale, and even reputation with our clients. But if we don’t learn from the findings, the damage is much deeper.

Unser Ausstiegsprogramm enthält

Interview

Employee exits aren't easy. But getting exits right or even getting them better can have an important influence on every other aspect of the company hence we take exit as important as onboarding. when we hear clues about a possible departure and want to retain that person, we make an honest, good-faith effort to improve the situation since we trust that a "good exit" begins long before the last day of an employee with the organization.

Beratung

We always start our exit process in view of retainment. We try to understand the employee’s need for resigning, analyze the situation, and support and counsel him/her in the right direction

Kritische Beobachtung

we are delighted to express that we have a good record of retainment and most of our former employees strongly agree that they consider themselves to be a part of our organization's alumni network and re-joined us. We make sure that when an ex-employee looks back on his time in the company, we want them to feel like they mattered, and they are proud of their contribution to the organization. 

Exit-Analyse

No matter how short or lengthy exit interviews are, we review every piece of information and do an analysis. We will notice if a certain team has a particularly high turnover rate or if any company policy negatively impacted many employees which will lead us to do furthermore investigation to help management to do changes to certain policies and coach teams on exit feedback trends. We believe that when done well, exit interviews can be one of the most significant ways one can express their organization's culture. There’s a lot that can be learned about a company’s values through the eyes of an employee who has resigned that can benefit everyone involved. Hence we give the greatest importance to exit interview feedback. This will help us analyze and turn it into a better experience for existing employees and turn former employees into brand ambassadors.

Neue Normalität

In this pandemic, our onboarding and offboarding processes are the same but executing them virtually is the new normal.

Virtuelles Onboarding

Company values expand beyond the walls of the office and a new member must be felt welcome into that culture. Remote working should not be a barrier to that. Few steps that we are following that have proven to be effective in our virtual onboarding process: Without the luxury of meeting the team members physically, informal interactive sessions are arranged to keep the new employee at ease. Taking the employee through a virtual tour by introducing supportive services like ICT, Finance, Facilities, and HR for a better understanding of the company functionality. We are having regular audio and video calls with new joiners to help them settle into their new roles. Our virtual onboarding needs to be smart, efficient, and fast too so that it hampers employee’s ability to perform their job. Without orthodox team meetings, it is necessary to digitally bind new employees together. As physical distance is keeping us apart, HR needs to be torch bearer and bridge the gap virtually and productively.

Virtuelles Offboarding

Due to the pandemic we miss the opportunity to sit across the table, look into each other’s eyes for a true reflection on the reasons for exit. Although we resort to online tools for a video call, nothing replaces an in-person discussion during the exit process.