The integration of a new employee, also called Onboarding, is a decisive moment to ensure the success of your recruitment. Too often overlooked, this step plays a crucial role in talent retention, long-term productivity, and employee engagement. For integration to be successful, here are 15 essential tips to put into practice.
Communication is the key to preparing the ground before a new employee arrives. Send an email to the whole team to announce the arrival of the new collaborator. Mention their name, position, responsibilities, and some personal details such as hobbies or professional experiences. For example, “Paul is joining our marketing team as a project manager. Passionate about hiking and a great lover of photography, he will be an asset for our future campaigns! ”. This type of personalized announcement facilitates exchanges on the big day and creates a feeling of belonging from the very beginning.
💡 Extra tip: For a more modern approach, accompany the announcement with a welcome gif or a short video presenting the teams to add a touch of humor and conviviality.
There is nothing more disheartening than starting a new job without the necessary tools. Ensure that the new hire's workstation is up and running before they arrive. This includes:
A well-organized workspace shows that you are prepared and attentive, making the new employee feel expected and valued.
💡 Concrete example: For creative workstations, make sure specific software like Photoshop or Illustrator is pre-installed. For a developer, ensure that all development environments are set up in advance.
One welcome kit is a great way to make integration warm and personal. This pack may contain useful items such as:
You can also include more original things like parking tips or information about transportation options in the area. It shows that you care about the well-being of your employees from day one.
💡 Bonus tip: Incorporate a small amount of personal attention, such as a handwritten welcome message from the manager or a card signed by the whole team. This gesture reinforces the feeling of belonging and promotes friendly atmosphere.
Human support is essential for successful integration. Appoint a mentor or sponsor within the team, ideally someone who is experienced and well-integrated into the business. This mentor will serve as a point of contact to answer any questions the new employee may have, whether professional or informal, and will help them navigate the company culture. This role goes beyond simple technical support, since it allows the recruit to better understand internal dynamics, company values and current practices.
💡 Extra tip: Plan regular meetings between the mentor and the new employee, especially during the first month. These meetings help to ensure that the integration is going well and to answer any questions that may arise.
💡 Concrete example: At Google, each new hire is assigned a “buddy”, a colleague with whom they can talk informally to quickly adapt to the company's culture and processes.
To help the new employee understand all the processes and interactions within the company, plan an immersion in the various departments. This approach will allow him to become familiar with the roles and responsibilities of each team, while strengthening team cohesion. It is also an opportunity for the employee to meet other employees with whom he would not necessarily have direct contact.
💡 Bonus tip: Structure this immersion with a precise schedule, including presentation moments with each service. For example, in a communication agency, you could schedule half a day with the creative team, another with customer service and a final day with the technical team.
💡 Concrete example: In large businesses, like L'Oréal, newcomers go through “departmental rotations” to understand the overall functioning before specializing in their own role.
A well-defined integration path helps to guide the employee in their first weeks and to set clear goals. Create a detailed schedule that includes regular meetings with your manager, training sessions, and feedback sessions. The idea is to provide a structured framework so that the recruit knows exactly what is expected of them and can measure their progress.
💡 Practical advice: Divide the integration journey into phases. For example, the first week may be dedicated to getting started with the tools and discovering the business, while the following weeks will focus on more specific goals related to your position.
💡 Concrete example: In startups, such as at Airbnb, the integration journey includes team projects from the very first days, allowing newcomers to contribute quickly while learning on the ground.
The arrival party is a friendly tradition that allows you to break the ice between the new recruit and his colleagues. This informal moment creates a relaxed atmosphere where everyone can get to know each other and discuss outside of a professional setting. This type of event is also an opportunity for managers to introduce the new employee in a more informal and warm way.
💡 Extra tip: If you want to make an impression, organize the arrival party with a touch of originality. For example, offer a welcome breakfast with local pastries or a thematic aperitif according to the tastes of your team (for example, a cheese and wine aperitif). This reinforces team spirit and allows the new employee to quickly feel at ease.
💡 Concrete example: In some companies, such as Salesforce, each arrival party is accompanied by a short humorous presentation about the new employee, with light anecdotes and some personal information to facilitate integration.
The Welcome booklet is a real practical guide for newcomers. It should contain all the essential information to navigate the business without having to ask questions all the time. This booklet may include:
💡 Practical advice: As a complement to the booklet, consider creating a digital booklet with explanatory videos or tutorials. This allows employees to discover the company environment at their own pace, in addition to being an ecological way to manage information.
💡 Concrete example: At Canva, recruits receive a welcome booklet that provides not only practical information, but also fun stories about teams, company values, and surprising facts to strengthen team spirit.
Regular follow-up is one of the keys to successful onboarding. Plan for weekly or bi-weekly points with the new employee, especially during the first few months. These exchanges make it possible to take stock of its integration, to assess its progress, and above all to collect its feedback. This helps to identify possible obstacles and to adjust the onboarding process according to your needs.
💡 Bonus tip: Use these meetings to discuss mutual expectations: the employee will be able to express their training needs, and you can clarify the goals to be achieved. Plan a 30-day assessment, to 90 days, and to 6 months to structure these follow-ups.
💡 Concrete example: At Spotify, each new collaborator has regular feedback sessions with their direct manager to discuss successes and difficulties, which allows the integration plan to be continuously adapted.
To facilitate the integration of a new employee, take advantage of the internal communication tools already in place. A corporate social network, a newsletter or an internal blog can quickly introduce the new hire to all employees. A presentation with a photo and a short biography allows everyone to get to know the newcomer and to more easily initiate exchanges. This strengthens relationships and reduces barriers, while creating opportunities for informal interactions.
💡 Practical advice: If you have an internal communication tool, encourage the new hire to share a post about themselves. This might include his hobbies, professional motivations, or even a fun anecdote to break the ice with his new colleagues.
👉 To find out more about internal communication tools, discover our dedicated article: Communication tools: Definition, benefits and best practices for your business.
From day one, it is essential to set clear goals in the short and medium term for the new recruit. These objectives must be measurable and specific in order to allow the employee to understand what is expected of them. This may include tasks to be completed, skills to be acquired, or performance-related goals. By providing specific goals, you help the employee focus on their priorities and feel useful quickly.
💡 Bonus tip: Make a plan with 30, 60, and 90-day milestones. For example, at 30 days, the employee must have mastered the work tools; at 60 days, he must be able to carry out more complex projects; and at 90 days, reach his first individual goals.
💡 Concrete example: At Facebook, new employees receive a specific action plan for their first 90 days with defined goals for each stage. This allows them to quickly understand expectations and measure their own progress.
The first few days at work are not limited to the professional aspect. To promote harmonious integration, it is essential to create opportunities for informal exchanges. Organize Coffee breaks, of team lunches, or even Afterworks to allow the new hire to build personal relationships with colleagues. These moments of relaxation reinforce the team cohesion and create a warmer work environment.
💡 Practical advice: Create a corporate tradition, such as a monthly outing or a coffee break on Friday morning, to encourage newcomers to chat in an informal setting.
💡 Concrete example: At HubSpot, every new employee is invited to an informal lunch with their team from the first week. This practice helps break the ice and build relationships right from the start.
Integration is not limited to the first few weeks. It is essential to offer continuing education to allow the recruit to develop their skills and adapt to changes in the company. It shows that you are investing in their professional development and encouraging their long-term growth. Trainings may include:
💡 Additional advice : Set up a personalized training plan, in agreement with the employee, to meet their professional aspirations. This will help him to project himself and to evolve within the company.
👉 To find out how to effectively train new employees in 2024, read our dedicated article: How to effectively train new employees in 2024.
It is essential to request a Astonishment report or feedback from new hires to understand their perception of the integration process. This feedback allows you to adjust and improve your onboarding by identifying strengths and areas for improvement. Les regular exchanges on first impressions can also provide ways of optimization for the next recruits.
💡 Practical advice: Plan a formal interview 30, 60, and 90 days to take stock of progress. You can also suggest a anonymous questionnaire to get more spontaneous and honest feedback.
💡 Concrete example: At Google, hires are invited to provide comprehensive feedback after the first three months to share their thoughts on onboarding and offer suggestions for improvement.
The end of the trial period is a significant moment in an employee's life. To celebrate this success, organize a small celebration Or a Lunch with the team. This makes it possible to highlight the importance of this course and to formalize the successful integration of the employee. This gesture reinforces their sense of belonging and shows that their integration is a collective success.
💡 Extra tip: You can mark this occasion with a small symbolic gift, like an object in corporate colors, or simply a personalized congratulatory note.
Onboarding is an essential step in ensuring the successful integration of a new employee and strengthening their loyalty. By following these 15 steps, you create a structured, warm, and efficient onboarding process. From the internal announcement to the celebration of the end of the trial period, each action contributes to fostering engagement, productivity, and belonging to the company. A well-thought-out onboarding maximizes the success of your new recruits and ensures their rapid development of skills, while strengthening team cohesion.