Was sind die häufigsten Hindernisse für die Veränderungsbereitschaft für das Onboarding und wie können sie überwunden werden?

I'm a huge advocate of ensuring manager meetings are part of the onboarding process. Not only does it help a new hire to feel more welcome, but it also provides a dedicated safe space for the new hire to ask questions. In this meeting, managers should provide a basic onboarding calendar and address any role-specific details that might not be part of the company orientation (can be anything from dress codes to how often the manager likes to have 1:1 meetings). Regular follow-ups and constructive feedback are important for a new hire to understand how they are progressing and to ensure they feel supported as they are getting up to speed.

If you as a leader does not understand the change needed and why its needed, it will be extremely difficult to get your team aligned and supportive of the change. Take the time to understand the purpose and impact. Then get the team together and also have 1-1 conversations with anyone else that is hesitant in adopting the change. Act on relieving any pain points and have an open door policy so that frequent communication can happen between and among teams.

Planning professional skills and technical training for new employees is a valuable investment for any organization, leading to increased efficiency, competency and reduced risks, ultimately positioning it for success in a competitive market. By investing in professional development for new empoyees, organizations demonstrate their commitment to employee growth, enabling higher employee satisfaction and engagement and significantly reducing turnover.

New hires are sometimes shy and hesitant when starting at a new company. They might be feeling the pressure and sometimes overwhelmed with the amount of new information thrown at them, especially when they lack the skills needed to perform. Having frequent 1-1 interactions with the new hires will give you some insights into their thinking. Providing mentor and peer support, training and support when needed is crucial to getting them to become more confident.

A good way to overcome this is to answer the question: What is in it for them when they complete their onboarding? Knowing how new hires will benefit from completing their onboarding program will boost motivation to do so. Think of: - Their personal development and how their efforts during onboarding help - How the onboarding program ties to specific skills to further their careers - Finally; think of a little gift (preferably in line with your business activities) for when they complete their onboarding Once you have this all clearly written out, make sure to communicate it! Communicate it often & creatively (create a video, quiz or other interactive content). Finally; use people like managers & mentors to amplify this message.

Overcoming lack of trust is important. It can set the tone of all ongoing experiences. To overcome the lack of trust during onboarding, prioritize relationship-building through a buddy system or mentorship program. Pair new hires with experienced team members who can provide guidance, support, and a sense of belonging. Gather feedback and take actionable steps on that feedback.