Para complementar las estrategias mencionadas y facilitar una transición más fluida para los nuevos empleados, considere implementar un programa de incorporación estructurado que incluya: 1. Formación previa: Ofrezca recursos en línea o sesiones previas a la incorporación para familiarizar a los empleados con la cultura y los procesos de la empresa. 2. Guías visuales: Proporcione infografías o videos breves que resuman los procedimientos clave y la estructura organizativa, facilitando así la comprensión. 3. Feedback continuo: Establezca canales de retroalimentación donde los nuevos empleados puedan expresar sus inquietudes y sugerencias, lo que permitirá ajustes en tiempo real. 4. Celebración de logros: Reconozca y celebre los hitos

A Great Start to Onboarding: - Provide them with an overview of the onboarding process, including clear timelines and objectives for each stage, so they know what to expect. If possible, arrange a lunch with them on the first day to foster a sense of belonging from the start. - Offer guides or videos about the company’s culture and processes, allowing them to explore and learn at their own pace. - Assign a mentor or buddy to each new joiner to guide them through their initial days. - As a people manager, regularly check in with the new joiner to assess their comfort level. - Always seek feedback from new hires about the onboarding process. Use their insights to continuously improve the process.

Prepare a detailed induction plan and share it with all leadership in advance, requesting them to allocate a time slot for discussions. Assign a point of contact for the induction and coordinate with the relevant departments to explain their processes and functions. This will help the new joiner gain a clear understanding of the organization.

Assign a peer mentor who is a year or two ahead. The new employee will tend to feel more comfortable asking questions to a peer than to their supervisor. In addition, this gives the peer mentor a chance to serve someone else and build their influence and, consequently, their leadership skills.