The first days and weeks are essential to seduce him and make him want to stay. The integration of an employee begins from his first day in the company. It consists in welcoming the employee so that he adapts to his new environment, understands and integrates the company’s operating methods, feels good, and wishes to continue the adventure in the company. Today, 65% of companies do not have an on-boarding process for new employees. However, this mode of operation is appreciated by two-thirds of employees. Thus, it could be interesting for an employer to focus on the integration of newcomers.
The consequences of poor integration
If it is essential to take care of the integration of its employees, it is because a lousy integration can lead to harmful consequences. First of all, it can cause disappointment among employees. Indeed, if people can be full of enthusiasm at first, they can quickly see their expectations and promises broken. Poor integration can lead to an early departure.
Moreover, 20% of permanent contracts are terminated during the trial period at the initiative of employees. Breaches of contracts are not only explained by poor integration, but this can be a factor. It is also annoying for the employer to look for an employee again despite his lack of time. Thus, employers do not gain anything by offering poor integration to newcomers. In addition, after their departure, employees can directly discuss their bad experiences with relatives, former colleagues, and sometimes even on social networks, which will have negative repercussions for the company. Thus, a bad recommendation could harm the image of the company.
The benefits of good integration
If taking care of the integration of employees represents a cost for the company, it should be noted that the benefits of a good integration are numerous for the company. Indeed, by taking care of employees upon their arrival in the company, accompanying them, and giving them time to explain to them the culture of the company, the habits of life, and their missions, the employees will be able to be more committed towards their business. Thanks to this commitment, they will be able to be more creative and efficient. In addition, the integration of employees could be an attractive element for recruitments. As for those who appreciated their integration, they will contribute to the development of the employer brand by talking about it.
How to integrate a new employee well?
First of all, let us remember that good integration can be anticipated. Thus, before welcoming the newcomer, it is preferable to prepare the necessary equipment for the employee upstream and possibly prepare a joining kit or a welcome kit for new employees. Some large companies also offer it. On the one hand, this action can avoid wasting time on the day of the employee’s arrival, and on the other hand, he will be seduced by the little attention. In addition, it is essential to define a person responsible for the integration of the employee. It will be mainly the colleague with whom he will collaborate the most who will position himself as the person in command of the integration.
Once the employee arrives, the manager canto shows the company, introduces the team members and explains the company’s habits so that this one becomes familiar with the company’s way of life. In addition, to promote good integration, managers can develop talent-based management, that is to say, management based on employees’ strengths. Finally, organize team events allow for better integration of employees. Various types of events can be organized, such as team breakfasts to welcome newcomers and exchange more easily with their employees, lunches with managers to exchange with managers, and aperitifs to exchange between employees less formally. Finally, as each profession is different, the integration must also be further according to each one and be personalized.