With our very changing world, nowadays, companies have to keep updated to grow.
Recruiting is one way of staying on top. It costs a lot to seek and get the best talents in a company. When you’re done with the selection, think about integration for it’s the final step of recruitment. It is proved that well-integrated employees perform better than others and are very impactful. A few years back, up to 65% of companies had no integration process.
We recruit to benefit from the skills of our employees. It is therefore essential to create appropriate conditions so that they can unlock their potential.
Well, integration helps you create those conditions by connecting your new talents to you! It’s that period during which you have to get your employees rooted in their new jobs but also adapted to their workplace social environment. In a few words, you sparkle their interest in your company and ignite their engagement with you.
What do you think makes you different, unique and desirable for your employees as a company? Yes, I’m going to talk about your system of values, the problem you solve by existing, your missions, your habits and your ways of thinking,
How can you describe your company’s social support? When you are facing competition, you can quickly realize that employees on good terms at work and standing together help their company to keep it top. Here is where integration interferes again. Through the integration process, you will have to get the former and the new generations together. The previously gained experience, the new one detains recent knowledge: imagine the collaboration! But more than just adding value to your company, strong relationships strengthen your engagement.
Engaged employees build strong relationships which ones influence back their engagement and together contribute to the company’s success.
We previously said that engaged and happy or well-integrated employees perform better. Now we must admit that they also learn fast. It is what makes them quickly operational and ready to serve. The warm working environment plus their engagement would soon create a space for creativity, innovation, and autonomy.
Each company is free to build a specific process for its employees. It is necessary they adapt it to their realities. Here are the integration process of general phases.
Tell everybody about the new employee’s coming and introduce him to everyone. Provide him with your corporate culture and further information.
The mentor is more focus on the technical aspect of the integration. He can still help and answer endless interrogations on the organization and so on.
From the start, be attentive to the new employee. Generally after his first day, week, and month it’s required to ask about his feelings, what surprises him positively as well as negatively. You can even ask him what can help him better adapt.
It will never be said enough: your employees are your first richness. Their performance involves you. Hopefully, you can be helpful and help them unlock their potential through an integration process. Take time to engage and strengthen your workforce and assure this way your company success.
How do you engage in newcomers with your company? Do you believe in corporate culture impact? Do you also care about building strong relationships in your office? Share your favorite tips with us below!
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