Une nouvelle recrue se sent dépassée lors de l’intégration. Comment pouvez-vous soutenir efficacement leur transition ?

If a new hire is feeling overwhelmed during onboarding: -Start by providing a clear, structured plan that outlines their tasks and expectations. -Pair them with a mentor or buddy who can offer guidance and answer questions. Schedule regular check-ins to discuss their progress and address concerns. -Break down complex tasks into manageable steps and provide resources to help them succeed. -Encourage open communication, reassuring them that it’s okay to ask for help. -Celebrate small wins to build their confidence. -By offering consistent support and creating a welcoming environment, you can ease their transition and set them up for success.

Thanks for sharing. I use some of these tactics as well. One of my favorite best practices is pairing the new hire up with an experienced ERM. I will be onboarding an ERM within the next couple of weeks.

Facing early attrition, with new hires quitting before their first year, I analyzed exit interviews and identified gaps in our onboarding process. I revamped it by personalizing onboarding to match individual personalities and needs. We introduced a mentor and buddy program for support, and established a 30-60-90 day plan with clear, measurable goals and KPIs. Focusing on the 4 "C's" of onboarding—Compliance, Clarification, Culture, and Connection—ensured that new hires felt supported, understood their roles, and connected with the team, leading to a significant reduction in early attrition.

My go to is The Eisenhower Matrix. It’s a time management tool that helps one organize and prioritize tasks based on urgency and importance. This tool is convertible to fit any learning styles and day to day workloads.

During the onboarding process, we first assign a buddy to each new joiner. Following that, we schedule a live induction where we introduce the company, culture, and policies. The buddy then assists the new employee in completing forms and handling documents. Additionally, we conduct pre-onboarding sessions to guide new joiners and ensure they have clarity about the process and required documents, so they arrive fully prepared on their first day.

Asignar un mentor a las nuevas incorporaciones en RRHH facilita su integración, aclara dudas rápidamente y acelera el proceso de adaptación. El mentor ofrece apoyo personalizado, comparte conocimientos y ayuda al nuevo empleado a comprender la cultura y los procesos internos, lo que mejora su rendimiento desde el inicio.

Our onboarding process includes assigning a mentor to every new joiner, known as an onboarding buddy. The buddy guides the new member through each step, helping to ease their anxiety. This relationship not only assists the new employee in understanding the company culture and work processes but also fosters a sense of belonging.

Assign a good office buddy is always increase confidence of new joiner and feeling comfortable in working environment. after induction office buddy help ne joiner and solve his/her all queries.

A mentor can be a valuable resource, but it's also essential to ensure the mentor is a good fit for the new hire. Consider their personality, experience level, and availability when making the pairing. A mentor who is supportive, approachable, and willing to invest time can significantly impact the new hire's onboarding experience.

New hire onboarding experience are so critical to new hires as those first impressions set the tone of whether or not they should stay with your company or leave. This is why it is importance to have mechanisms in place create a positive and stress-free onboarding experience. You could breakdown new hire tasks into actionable increments over time. This could be weekly, months, etc. Also, have a dedicated Subject Matter Expert (SME) support new hires in understanding some of the essential functions of their job. As leaders, create a safe space for new hires to feel okay to make mistakes as it’s part of their learning process.

Automatiza procesos rutinarios como la gestión de nóminas y seguimiento de vacaciones. Utiliza software para la evaluación del desempeño y la selección de personal. Implementa un portal de autoservicio para que los empleados actualicen sus datos y soliciten permisos. Esto reduce la carga administrativa y permite al equipo de RRHH enfocarse en tareas estratégicas.

Breaking down tasks into smaller chunks is helpful, but it's also important to provide context and the bigger picture. This helps new hires understand how their individual contributions fit into the overall goals of the team and the company. This context can make their work more meaningful and motivating.

As an experienced HR manager and yoga teacher, I'd approach a new hire's onboarding overwhelm with a focus on creating a supportive and empowering environment, drawing parallels from yoga philosophy and practice: Embrace Curiosity as a Pathway to Growth Just as in yoga, where beginners are encouraged to explore their practice with curiosity and without judgment, new hires should feel empowered to ask questions freely. Remind them that there's no such thing as a silly question and that everyone, even seasoned professionals, started somewhere.

Fomentar las preguntas de las nuevas incorporaciones en RRHH crea un ambiente de confianza y aprendizaje. Anima a los nuevos empleados a expresar sus dudas, ofreciendo canales abiertos de comunicación y asegurando que se sientan cómodos al hacerlo. Esto acelera su integración y contribuye a una adaptación más efectiva.

Creating a culture of open communication is essential, but it's also important to ensure that questions are answered promptly and effectively. A delayed or unclear response can lead to further confusion and anxiety. By providing timely and helpful answers, you can foster a positive and supportive environment.

Proporcionar recursos a las nuevas incorporaciones en RRHH facilita su integración y rendimiento. Entrega materiales como manuales, guías y acceso a plataformas de formación desde el primer día, asegurando que tengan todo lo necesario para entender sus funciones y la cultura organizacional.

Provide access to relevant training programs, tools, and resources that can help the new hire develop the skills and knowledge needed to excel in their role. Give them the tools to fish.

While providing resources is helpful, it's equally important to ensure they are easily accessible and user-friendly. A disorganized or outdated resource library can create more frustration than it solves.

The power of checking in is massively underrated, as check-ins play such an important role in a new hire’s onboarding experience. It creates a safe and open space for them to ask questions or share their concerns and feel genuinely heard before they’ve joined a new company. By staying connected with them regularly, even if it’s just to say hello and ask what they’re doing at the weekend, it helps create a stronger sense of belonging and empowers them, rather than overwhelms. It makes their transition into the new workplace 10x smoother and more effective.

Check-ins are essential to guarantee this employee is ok during this process that can be overwhelming. For the first week I'd say at least twice, then once a week for the first month, 1 quick check-in on the 2nd and 3rd months - in these check-ins, even if the employee has no more concerns, they could be valuable to receive feedback on how their onboarding was, now that they're more integrated into the company's culture and their own tasks.

Check in, grab a coffee, go for a wellbeing walk and see how the employee is getting on, what is making them feel overwhelmed. Taking half hour out your day can make a huge difference to that person. Let them talk and listen. We have all been there so we can also think about our own personal experience of what would/did make a difference when we were feeling overwhelmed at the start of a new job.

É raro que a carga de trabalho na integração seja a verdadeira causa; ela tende a aumentar nas semanas seguintes. Primeiro, investigue se há algum problema pessoal ou externo afetando o desempenho. Se não, reavalie se a contratação foi a mais adequada. Ofereça suporte, mas mantenha em mente que essa situação é atípica e merece atenção cuidadosa. O foco deve ser garantir que o novo contratado esteja realmente apto para enfrentar os desafios que virão.

Schedule regular check-in meetings with the new hire to discuss their progress, address any challenges, and provide feedback.