Onboarding and the role of the manager

Onboarding - the first impression

An effective onboarding program requires various stakeholdersThe manager is usually the one who’s the candidates first contact during the job interview, but also the first person with whom the employee do have a meeting during the first week, either individually or in a team. For 'the manager' we prefer to use 'the coach' where the employee can go to in case of any questions and comments. 'Does my manager truly care about me as a new employee?' is something what goes through peoples mind a lot.

'You never get a second chance to make a first impression' - Will Rogers

Where can the manager be of value within onboarding?

The trick is to extend the (hopefully positive) experience from the recruitment process, HR to the manager and later even the team. Whereas in 2018 we have started to work and communicate more agile and team-transcending, 2019 will definitely be the year of 'employer branding', 'do coffee with your manager', 'bring your friend to work day' and team-transcending project groups. Look more and more from interest and strength to achieving goals than to a group of people with the same function. Also read the 10 tips from managers to realise a successful working relationship with new hires.

Are you looking for a couple of tips to adopt onboarding organization broadly:

  • Coordination with other teams

Agree with each other who is responsible for which phase in the onboarding process. Who provides the technical, facility, content and practical issues? What do you need to arrange before someone join the company? What before, on or after the first working day? You check it in our blog about the entire Employee Journey.

  • Assign buddy or mentor

Last month the HR event of the year took place, Onboard.Amsterdam! We are a fan ourselves of Bynder's buddy system. They call it: onboarding the Byndies. Earlier we wrote: when do millennials find you a nice manager? (Dutch). Here are tips & tricks that help you work together on the same level. Because that's what it's all about!

  • Provide structure

Knowing what to expect when is not a luxury in the onboarding phase. Are you curious on how we can help you in structuring your onboarding process? We do this with our Onboarding Game and a storyboard session. Read more about the product or take a look at one of the many case studies on https://appical.net.

  • Give a warm welcome

Giving a warm welcome can be done in different ways. In any case, it is about keeping the questions of candidates and new employees in mind. Surprise someone with something small and doesn’t have to cost a lot of money. Little effort, big compliments.

  • Mutual feedback

Giving and receiving feedback is valuable to everyone. Have you ever thought about the metrics that you would like to improve within your organization? Request feedback from your customers and employees, because they are ultimately those who work together and invest in your company.

If you want to know more about the energy generators of millennials on the working floor, download our Whitepaper millennial research 2018 and see how you can reap the benefits on this as HR and manager. Notice: the research is done in the Netherlands, so the whitepaper is in Dutch.


Provide new employees with a memorable onboarding experience

Get yourself informed why onboarding benefits your organisation and how you can provide new hires with a lasting onboarding experience! Discover in this eBook how other companies provide a memorable onboarding experience to their new employees. Download the eBook and get started!

Onboarding new employees EN

Take the leap.

Want to know more about digital onboarding, or just want to grab a cup of coffee.