Onboarding: key to successful integration and lasting commitment
Rédigé par Margaux VB Publié le 06/12/2024
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When a new employee joins a company, his or her first few days are crucial to integration and commitment. The induction process, called " onboarding"is a crucial step in transforming a successful arrival into a lasting recruitment. However onboarding can make all the difference in an environment where the employees are looking for social benefits.
But what exactly is meant byonboarding ?And why is it more strategic than ever for companies today?
The HR's onboarding : much more than just welcoming
The main objective of onboarding is towelcome andintegrate the new recruit in the best possible conditions. It's not just a matter of giving a tour of the premises or a welcome booklet. It's about conveying the company's identity and values. This is THE time to anchor the vision, missions and social or environmental commitments in the mind of the newcomer. It will encourage the new employee to want to stay with the company and to see it through.
Did you know that 73% of companies consideredonboarding as a key HR management priority (source: Workelo)but only 12% of employees are satisfied withtheir onboardingaccording to a Gallup study.
How to set up anonboarding process?
A good onboarding process relies on concrete tools and actions. You can create a checklist of key steps for successful onboarding:
1. Anticipate the arrival of your new employee
Integration begins well before the employee's first day. This phase is called "pre-onboarding", and helps lay the foundations for a successful integration. Once the application has been accepted, initial contact is made to draw up the necessary administrative documents, such as the employment contract.
At Gerep, everything is paperless to simplify and speed up the process. You can send a welcome booklet,the internal regulations and all the key information to help new employees prepare for their new job with complete peace of mind.
In this phase, several actions are taken to anticipate his arrival and avoid the last-minute rush. The day before arrival, make a final check:
- Check equipment (workstations, IT tools).
- Preparing the workspace or setting up teleworking (VPN, software access, e-mail address creation, badges).
- Internal communication to remind the team of the arrival of a new colleague and make sure they feel welcome.
Point of attention
The welcome or induction booklet is a bible that details rights and benefits, useful contacts, procedures, practices and all other important company information. Visual aids can be used to make key information more striking, digestible and attractive.
- To present the benefits, it is essential to detail the various schemes clearly and precisely: health cover with associated services (teleconsultation, care network, etc.), the employer's share and the employee's share, on provident cover, etc.
2. D-Day: first contact
The first day is decisive for employee morale and commitment. It's during these first hours that the newcomer will not only discover his or her role, but also the work environment, atmosphere and culture of the company.
Here are a few ideas for organizing an arrival:
- Friendly welcome Team breakfast or welcome lunch to break the ice.
- Introduction to teams and departments: an induction course can be organized with the managers of various positions to better understand the company's specific features.
- Guided tour of the company: Present the premises, common areas and services available (cafeteria, rest room, etc.).
- Welcome kit: includes goodies, practical tools and essential documents, such as the health and provident insurance application form. Attention ! Make sure your new employee is protected from day one.
What's more, managers play an important role. A manager who personally greets the employee, shares his or her own experience and answers any questions, creates an essential bond of proximity, even during remote onboarding. This bond is all the more important since the rise of telecommuting and full-remote working has led to an increase in the number of people who work from home. change in proximity management.
3. After the arrival: maintaining connection and providing support
Integration is not limited to the first day. Regular monitoring enables employees to adapt quickly to their new position and find their place. It also enables us to listen to their expectations, requests and problems.
You can schedule regular meetings with the manager to discuss first impressions, clarify tasks and answer any questions. You can also encourage learning by offering training or e-learning modules adapted to the needs of the position.
4. Final stage: feedback and validation
Successful onboarding does not end without an evaluation and validation phase. This final stage allows us to analyze the new employee's feelings and draw lessons to optimize future integrations.
The end-of-trial interview is an excellent opportunity to discuss positive points, any difficulties encountered and areas for improvement. It also demonstrates the company's commitment to supporting its employees as they develop their skills. To take things a step further, a satisfaction questionnaire can be sent out to gather more detailed feedback on each stage of the onboarding process.
Keep in mind thatonboarding must be flexible. What works for one employee may not work for another. Adapt your tools and processes to individual needs but also positions.
Social protection: a key advantage for onboarding!
Onboarding is much more than a simple integration period: it's a unique opportunity to highlight all the benefits and features designed to improve the quality of life of employees. These elements are not limited to social protectionThey also include financial benefits, benefits in kind and professional development schemes.
It's essential to clearly explain the various benefits offered by the company, whether compulsory or optional: a high-performance mutual,provident solutionsor retirement savings planetc.
These schemes reinforce the feeling of security and promote the idea that the company cares for the physical, mental and financial health of its employees. They can make all the difference, in addition to the benefits associated with quality of life and conditions of conditions(QVCT) such as access to telecommuting and luncheon vouchers.
By emphasizing these benefits from the outset, the company promotes a global approach that includes both practical aspects and motivational levers, such as profit-sharing and ongoing training.
Onboarding for employees: an experience that sets the tone
For new employees, onboarding sets the tone. A well-thought-out process strengthens their commitment, while a disorganized onboarding process can damage the company's image. Employees' main expectations are :
- Clarity : know their missions and responsibilities.
- Recognition : feeling expected and valued.
- Security : Understand and benefit from benefits as soon as they arrive.
For HR, meeting these expectations is not only proof of commitment, but also a way of retaining talent from the outset.
Gerep's tools and services for optimizing social protection onboarding
Our services are designed to meet the expectations of both HR teams and policyholders, as evidenced by the 4.7/5 rating awarded to our application by our users.
A complete digital environment for HR and policyholders
Gerep's digital environment is designed to simplify benefits management for both employees and HR.
A corporate space for HR
Gerep's HR extranet is a strategic tool for simplifying administrative formalities and ensuring optimal follow-up. It enables you to manage personnel movements within your company. Gerep offers two affiliation options:
- Automatic automatic
Thanks to the Déclaration Sociale Nominative (DSN), the affiliation process is carried out automatically without any any action on your part.
Lhe personnel movements are synchronized in real time andhis significantly reduces the administrative burden and the risk of errors. Information on DSN is availables on your net enterprise.
- Affiliation or exemptionmutual insurance online
HR teams can manage the enrolment of new employees directly via the extranet, by filling in a form..
Au-n addition to membership, Gerep's HR extranet offers a host of functions to simplify the management of social protection contracts. contracts :
-
- Perform updates
- Reporting work stoppages
- Manage write-offs, which are also automated thanks to DSN
- Monitor contracts in real time
- Managing claims
- Extracts data for reporting purposess and data analysis
To know more
During its affiliation the employee can be exempted in the cases provided for by law or by collective collective agreement.
A secure space for employees
As a company with a mission, Gerep is committed to making life easier for policyholders. 83% des demandes sont effectuées via l’ personal space IRISand processed in less than 48 hours, proving the efficiency and simplicity of our digital tools. Implementing a reliable and efficient complementary health insurance scheme is essential not only to guarantee employee satisfaction, but also to enhance your employer brand right from the onboarding stage. Policyholders can :
- Change their address or bank account details online
- Add or remove a beneficiary according to their contract
- Have their third-party payment card (printable or digital format), their healthstatement for a given period, and their replies to hospital quotes and claims available online
- View their healthcare benefits
- Carry out their procedures online (refunds, portability, school certificates, quotes, etc.)
- Locate healthcare professionals and access their healthcare network
- Benefit from teleconsultation and other healthcare services
Fast, responsive request management
One of Gerep's strengths lies in the responsiveness of its customer service, with an average waiting time of 1 minute 12 on the telephone, and an online file processing time of 48 hours. We simplify and streamline every stage for HR teams and policyholders alike.. What's more, when needed, HR and employees can count on a dedicated contact for complex questions.
By working hand in hand with an insurance broker broker like GerepHR has the right tools at its disposal to enhance the value of its social protection schemes and benefitcomprehensive support.
FAQ: Answers to frequently asked questions
What is corporate onboarding?
Onboarding refers to all the actions taken to support an employee during his or her first days, weeks or even months with the company. Much more than a mere administrative formality, onboarding is a structured process designed to help the new employee understand the corporate culture, feel at ease in his or her new position, and forge links with colleagues.
Is onboarding really useful?
Numerous studies have shown that companies with effective onboarding systems see a significant reduction in turnover, accelerated skills development and greater employee commitment. But for onboarding to have a real impact, it needs to be well thought-out: personalized, comprehensive, and in line with the company's values.
Why talk about social protection right from the onboarding stage?
Both young talent and experienced profiles are increasingly sensitive to benefits, especially since the Covid pandemic.
In addition, clear and transparent communication about these schemes improves their understanding in the minds of employees, who are more likely to understand what is at stake or the purpose of these schemes. It also changes the positive perception of the company as an employer who cares about its employees' well-being.
Article écrit par
Margaux Vieillard-Baron
Damien Vieillard-Baron
Margaux Vieillard-Baron
Amadou Kasse
Estelle Baldereschi