On average it takes new employees between three to six months to get on-boarded and productive when joining a new company if there is not a structured on-boarding process. The advantage of this process is that new employees become effective / productive in a shorter period of time. With this tool that was developed by Peter van Maarleveld, new employees will be taken through a structure process in order to:

  • Help with company and team culture integration, role clarification and understanding their key performance areas.
  • Actively and effectively manage the probation period and to ensure that the expectations of the new employee and the employer are met.

The following will be clarified:

  • Culture – Company and team integration by providing new employees with a sense of the values, styles, behaviours and expectations.
  • Compliance – Includes informing employees about basic rules, policies and procedures, completing engagement documentation, safety inductions, etc.
  • Clarification – Ensuring that new employees understand their role profiles, related expectations and how they fit into the organisation.
  • Connection – Establishing of key relationships, stakeholder engagement and information networks.
  • Contribution – To ensure that the employee contributes to the organisation within the shortest possible timeframe.
  • Community – Providing information, if needed, regarding schools, hospitals, places of worship, recreational activities, etc.

The process

The process will be managed within the scope and agreed timelines of the client and will consist of 4 coaching sessions and involves the new employee and line manager:

  • Session 1 (1st day of employment) – Alignment and clarification of company / team culture and key performance areas integration
  • Session 2 (End of the 1st month of employment) – Filling the gaps, alignment and coaching
  • Session 3 (End of the 2nd month of employment) – Filling the gaps, alignment and coaching
  • Session 4 (End of the 3rd month of employment) – Filling the gaps, alignment and coaching

The above process is driven by coaching principles where coaching is an ongoing relationship which focuses on the client (employer and employee) taking action toward the realization of their vision and goals. It is a process of inquiry and personal discovery to build the client’s level of awareness and responsibility and provides the client with structure, support and feedback. The coaching process helps clients both define and achieve professional and personal goals faster and with more ease than would be otherwise possible.

The process entails

  • Contracting – Make the purpose of the on-boarding session clear
  • Get an understanding of what the company culture and key performance areas means in practical terms
  • Identify development areas / gaps
  • Close the gaps by ways of action plans
  • Follow up
  • Written feedback to employer and employee

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