Onboarding is much more than just getting the employee started.
“The onboarding has been fantastic and I am thrilled to learn that I have such nice and talented colleagues!” says senior developer Christer Stenbrenden at CatalystOne Solutions.
This May, I was one of four new employees that started working for CatatlystOne Solutions and had the pleasure of meeting the team and getting introduced to the company. Our onboarding has been a great example of the value of a good, structured and flexible onboarding process which I want to share with you.
What is the optimal onboarding process?
In our case, the onboarding process started with a 3-day trip to the head-office in Norway, with a series of presentations and meetings. The objective of the first days was seeing the premises, meeting the relevant colleagues and managers, learning about the history and future plans of the company and getting an introduction to the different systems and work processes – but also learning about the culture and values of the company. There was even planned a little social event where we met many of our new colleagues who was extremely passionate about their work and had enjoyed working for CatalystOne Solutions for many years.
“It is important for us to make sure our new employees are introduced to not just the systems we use, but also the culture and values of our company”, says Lars Gunner Pedersen COO of CatalystOne Solutions.
The entire onboarding was very inspiring, motivating and well-coordinated. It was followed up with individual meetings with our managers about our personal development goals and performance objectives. This ensured that all of our personal goals and objectives are aligned with our managers from the beginning and we know that there is a clear plan for our talent development at CatalystOne from day one.
Furthermore, we received an email with our own personal user account to CatalystOne’s HR-system, where we could see a series of actions and tasks that was assigned to us in relation to the onboarding, making it easy for us to know which steps we had to complete in the first 6 months of our employment. Our managers are then able to keep track of our progress and can at any time get a clear overview of how far we have come in our onboarding process. Do you want to experience how to setup a good onboarding process? Book an online demonstration.
By David Ditlev Rasmussen
Marketing Consultant at CatalystOne Solutions