You're managing a complex onboarding process. How do you keep all stakeholders informed and engaged?

?????? ???????? ?????? ???????????????????????? ???????????????? ?????? ??????????????? Create a detailed onboarding timeline and share it with stakeholders. Assign roles and responsibilities clearly. Provide regular updates and milestones. Use collaborative tools for transparency and communication. Solicit feedback and adjust processes as needed. Celebrate successes and acknowledge contributions.

Managing a complex onboarding process requires clear communication and coordination with all stakeholders. Start by creating a detailed onboarding plan and timeline, outlining key milestones and responsibilities. Share this plan with stakeholders, including HR, managers, and new hires, through regular updates via email, meetings, or a shared digital platform. Assign specific roles to each stakeholder to ensure accountability and collaboration. Provide resources and training to support the onboarding process and encourage feedback to address any concerns promptly. By maintaining open and transparent communication, you can keep all stakeholders informed and engaged, ensuring a smooth and efficient onboarding experience.

Clearly define the objectives of the onboarding process from the outset. Ensure that these objectives are communicated to all stakeholders, including new hires, managers, HR teams, and any other relevant parties. Objectives might include: New Hire Integration: Ensure new hires feel welcomed and quickly become productive. Role Familiarization: Help new hires understand their roles and responsibilities. Cultural Integration: Introduce new hires to the company culture and values.

Tudo come?a com o alinhamento e "match" de cultura. N?o basta ser um grande profissional, tem que ter afinidade primeiro com a empresa e seus valores e após com o gestor e o time.

-Develop a comprehensive onboarding plan that outlines the process from pre-boarding to integration. Share this plan with all stakeholders so everyone understands their roles and responsibilities. -Set up communication channels (e.g., email groups, project management tools, collaboration platforms) for stakeholders to discuss onboarding activities, share documents, and ask questions. -Clearly define who is responsible for each aspect of the onboarding process (e.g., paperwork completion, IT setup, training scheduling). Assigning clear roles helps prevent confusion and ensures accountability. -Establish standards and guidelines for onboarding practices to maintain consistency across departments or teams.

Keep the stakeholders informed.. hare the regular updates on where we are and what are the required next steps. Prepare for the proper induction program and block the calendars of the stakeholders. Keep the stakeholders engaged & informed, take suggestions & inputs from the stakeholders for improvement.

Send updates to all stakeholders highlighting key achievements, upcoming milestones, and any challenges faced.Schedule meetings (virtual or in-person) to discuss progress, address concerns, and gather feedback.

O que recomendo antes de qualquer contrata??o é um dia de experiência remunerada, para alinhamento das atividades, perfil comportamental, e percep??o de cultura.

Engagement should be intentional. Do not expect people to engage with only a kickoff session. A good engagement plan should understand the team dynamics, the rituals that already exists, how people want to connect and in which frequency. At the same time, communication (both live and asynchronous) is key to keep everyone on the same page and engaged in the project

Conduct welcome sessions for new hires to introduce them to the team and the company.Provide ongoing training and development opportunities tailored to the new hires' needs.Organize social events or team-building activities to foster relationships and integration.

O On-boarding é essencial, o passo a passo, do que precisa fazer no processo de integra??o do profissional. Inclusive envolvendo resolu??es de conflitos de pessoas e processos.

Managing a complex onboarding process can feel like juggling flaming torches while riding a unicycle, but keeping all stakeholders informed and engaged is crucial. One trick I’ve found is clear role clarification from the get-go. I make sure everyone knows who’s doing what, so new joiners don’t end up being given tasks way outside their workload. For example, I once clarified that our new marketing intern wasn’t responsible for fixing the office printer—though it was an entertaining mix-up! Communication is key, and a little humor along the way doesn’t hurt either.

Ensure role clarity for new hires from day one: Job Descriptions: Provide detailed job descriptions and expectations to new hires. Meetings with Managers: Schedule meetings between new hires and their managers to discuss roles, goals, and expectations.

Establish a feedback mechanism to gather insights and continuously improve the onboarding process: Surveys: Conduct surveys with new hires and stakeholders to gather feedback on their experiences. Feedback Sessions: Schedule feedback sessions to discuss areas for improvement and implement necessary changes.

Provide a robust support system to address challenges and concerns: Mentorship: Assign mentors to new hires to provide guidance and support. HR Support: Ensure HR teams are accessible to address administrative and procedural queries. IT Support: Offer IT support for technical issues related to systems and tools.