The psychological contract of a newcomer is key in the onboarding of new employees. What does he or she expect and how do you manage these expectations from the beginning (also during attraction and selection). Violation of the contract demotivates newcomers, leads to bad performance and regretted losses. Therefore clear and honest feedback is crucial during the onboarding.

1. Pillars of Onboarding

2. Positioning of onboarding
Why?
Creating
expectations
Psychological contract
Achieving expectations
Exceeding Expectations
Talent Onboarding
Focus on
What?
Process
How?
Tools and
Practices
Talent
Recruitment
And
Selection
Networking (Socialization)
Culture
Job and Career
Rules and Procedures
Feedback and coaching
(formal and informal feedback, 360 degree feedback, learing culture (by
manager, mentor, buddy, (external) coach)
Support Tools and Processes
(onboarding plan, e-support, games, meetings and training)
Talent
Development

3. What is onboarding
•
•
•
•
Every new experience of an employee in an organization
that contributes to his success and that creates
commitment to the vision, strategy, goals and culture of
the organization.
It is the interplay of launch activities and the learning
process that an employee goes through to fill his role
effectively within the organization
They are both planned and unplanned experiences.
Onboarding is based on a collaboration between the new
employee, line management and Recruitment / HR.

4. Pillars of Onboarding
1 Managing expectations
It is important to clear expectations and perceptions of newcomers as arised during attraction. Based on the
psychological contract of the new employee. With clear roles of hrm, recruitment, mentor, buddy or coach. And
excellent feedback of colleagues directly involved.
2. Culturalization (“This is how we do things here” vs “How do you this”)
The impact of organisational behaviour and culture during the onboarding of new employees is often unknown. What
Focus on the impact of ‘unwritten rules’ during the first 100 days, the balance between Corporate Identity and
Personal Identity during onboarding. And the formaly organised aspects (like introductionprograms, theme lunches,
etc) vs things that happen implicitly
3. Socialization (Building networks)
Networking is relevant for the performance and the feeling of ‘welcome’ for newcomers and has a strong influence on
retention of employees. Support the professional and personal networking of newcomers in and outside the company
4. Job and career
Employees with a careerperspective stay longer. Set this perspective during the first half year after entry. Clear
messages about what, how and with whome you want preformance results
5 Development of pride (“I made the right choice”)
Newcomers regret their choice during the first 30 till 60 days. You want the opposite. Specially because this has a big
impact on your employer brand. Focus on developing pride.

5. this works wonders!
info@workwonders.nl
www.workwonders.nl

6. this works wonders!
info@workwonders.nl
www.workwonders.nl