More and more companies are turning to hybrid work. This is because the work model has many different advantages for employees and companies. For companies, it expands the talent pool, increases the productivity of employees and makes them more attractive as employees. This attracts new employees, who then have to go through hybrid onboarding. This is a change for both sides. But what does a good hybrid onboarding look like?
Key facts
- In times of hybrid work, onboarding is also becoming increasingly important. This is because around 33% of new employees in the company leave the company after just 6 months.
- A successful onboarding process increases loyalty to the company by 18 times.
- With structured onboarding, companies not only create orientation, but also involve employees in the corporate culture right from the start.
- Clear structures, enough time for independent training & hybrid events help to integrate new additions well into the team & tie them to the company.
- Use our checklist to better structure your next onboarding.
Why is hybrid onboarding so important?
In order to welcome employees to the company, a well-planned onboarding process is essential. Especially in times of hybrid work Not only must the technical training take place in the first few months, but also successful integration into the team. The last point in particular plays an important role for many employees, especially if they are not used to a hybrid working model. Because onboarding a new employee remotely and at the same time introducing them to company values through online meetings can be a challenge.
And recent studies Demonstrate the need for a good, hybrid onboarding. This is because just under a third of new entrants to the company are looking for a new job after just 6 months, and 23% quit even after one year - regardless of whether the company works hybrid or locally. Team cohesion and proper training therefore play an important role.
What does a good hybrid onboarding look like?
In order to ideally prepare new employees for the new position, a clearly structured onboarding process should be created. The goals of hybrid onboarding should be:
- Integrate new employees into the team
- Creating a framework for orientation
- Build knowledge about the company, vision, and product
1. “Preboarding” even before the start
Even before it starts, companies can start onboarding before the official start. But be careful: Employees should not be overwhelmed with information about their new job. After all, they're not working for the company yet. With a small digital onboarding package, you can set small but effective accents. If you have your own merchandise such as hoodies or stickers, you can of course also send a small package to newcomers. Otherwise, a digital welcome pack may include:
- Access to the intranet or a company manual
- Overview of company values & the hybrid corporate culture
- Organization chart of the individual teams or the company
- Technical equipment for working from home
- Login details for all necessary accounts
The advantage of such a digital package is that new employees are independent of time. You can look at the material at your own pace, understand corporate structures, write down questions and use an organizational chart to prepare suitable questions for project managers. This sets the course for the first day of work.
2nd first day: on-site training
Ideally, the first day of work takes place on site in the office. In this way, new employees get to know the team right away and can establish initial personal relationships. Instead, questions from pre-onboarding can be clarified directly on site. It is therefore essential to invite the most important contact persons or hybrid meetings Put on. The focus is not only on professional exchange, but these meetings also make it possible to talk and talk to each other in a classic way.
A few meetings should also be scheduled in the following days in order to understand “the big picture.” For example, this could be a brief introduction to the product, exchange with other departments, or training for tools.
3. Create structures for hybrid onboarding
For new additions, a new job always means a flood of information and tasks. Structures help to make the start easier here. It is therefore important that newbies have access to a central organizational platform right from the start, where all important documents and information can be found.
Checklists can be stored here, which list important tasks. For example, when accounts are activated or important documents are needed to register employees. In addition, videos can also be stored here. For example, how to apply for vacation or what to do in case of illness. A conversation with HR department But it should definitely still follow.
4. Self Assessment: Understanding the Big Picture
In addition to all meetings, new employees should always have time for themselves. Through active freedom, managers in particular can take time and further familiarise themselves with structures and the product. Employees have time to take a deep breath and can create their own structures and set priorities.
5. Give time for informal meetings
Breaks go hand in hand with the process of learning and getting to know each other. In order to promote a sense of belonging and limit the flood of new information, hybrid onboarding should also promote informal exchange.
A quarter of an hour a day can simply be blocked to set up an interdepartmental coffee chat. This brings teams together, gives them time to get to know each other better and promotes team spirit.
It can also be helpful for new employees or trainees to have an onboarding buddy. As a central point of contact, this person performs numerous tasks, but is generally used as a support in everyday life or for small things. This creates security in the hybrid onboarding process, especially when new additions work from home.
6. Organize hybrid events
Involving employees into the respective team and the entire company should be the central goal of every hybrid onboarding. This creates an informal atmosphere in which new employees quickly lose initial inhibitions and can open up.
Group events or individual meetings help to build a bond with the team and individuals. It is important to take the time! A pub quiz, for example, is a fun yet challenging activity to introduce new employees to the entire team. And that can be organized quickly and easily in a hybrid way.
Ideally, such events will of course take place on site. After all, the interpersonal exchange in the office is once again completely different. Christmas parties, summer parties or a weekly ritual such as yoga together in the morning strengthen this bond and quickly incorporate new additions.
7. Get feedback
After the first few days and weeks have passed, feedback should be continuously obtained from new employees. Because everyone experiences the introduction to a company differently — especially when it comes to hybrid onboarding. Through an active and transparent feedback culture, the onboarding process can be improved for new additions and upcoming employees.
Key questions may include:
- How did the implementation process go?
- Did the material provided help with onboarding?
- What were the biggest challenges?
- Were problems & questions resolved quickly?
- What can be improved?
- Were the task-specific expectations clearly stated?
After onboarding: Organize hybrid work well
To ensure that the transition to the hybrid working model for new additions is also successful, Seatti is just the right tool for Workplace booking and to maintain social interaction. Thanks to easy integration with Microsoft 365 Our tool is quick and intuitive to use. With just a few clicks, employees can work desks, meeting rooms and even parking spaces book.
In addition, the Site overview the opportunity to promote collaboration within the company. Employees can see at a glance who will be in the office and when. This allows them to make an appointment and spend the working day together. This makes integration into the team quick, easy and smart.
