Initially, we discussed how your company can become better at
attracting skilled IT developers and provided valuable tips and
advice on how your organization can improve in this area. We then
delved into the recruitment process, and now we'll discuss how we
welcome new employees, using another term → onboarding.
Before the commencement day
Before your new employee starts their position with you, there are
several things you can do to contribute to making a positive first
impression. In addition to the obvious tasks like creating an
employment contract and including related pension agreements and
other types of agreements, there are preparations that are good to
slightly fun and unexpected step is to prepare a small welcome
package with a small accompanying gift. The welcome package can
include the following items:
presentation introducing the company in a clear and concise manner.
This could contain some information about the company's history,
mission, and vision. A bit about the core values and company
culture. Feel free to describe some of the major successes and how
the company has expanded.
about basic things needed to access various IT systems. This
encompasses information like account details, passwords, email
address, URLs for important IT systems, and more. You can also add
information about what the newly hired employee needs to do before
their commencement date.
phone and computer. Two fundamental tools to start off well. There's
nothing worse than beginning a new job at a new company and finding
that the basic preparations haven't been made.
In addition to these more formal, fundamental elements in the welcome
package, it's always nice to complement it with a small welcome gift.
It doesn't need to be anything extravagant; a good bottle of wine, a
gift basket with assorted foods, a bouquet of flowers, concert
tickets, or something similar is sufficient. It's a good idea to
gather some information beforehand about what the new employee might
like, so as not to spoil the surprise, you could even check with
their partner if they have one.
Start by arranging with the new employee the day, time, and place you
will meet and who from the company will greet them. Outline a plan
for how the first day will unfold. Don't worry about creating overly
detailed plans. It's better to be thorough than to forget something.
Key parts involve the new employee meeting their colleagues and
managers. Introduce the company's history, values, goals, and
culture. Organize a tour of the workplace and introduce different
departments and teams.
thing that's always appreciated is assigning a mentor who takes extra
care of the newcomer. Of course, everyone should welcome and assist
the new employee, but the mentor has an additional responsibility to
ensure both the business/professional and social aspects function
from day one. The mentor can guide through the initial period, answer
questions, and help them adjust to the workplace. These questions
might range from how everyone does lunch – do they bring packed
lunches to warm up or do they usually eat out at lunch restaurants?
Does the team eat together or in shifts? It can also concern
practical matters such as – where are the restrooms, break room,
relaxation room, changing rooms? How does one book meeting rooms? And
Goals and expectations
One thing that often gets overlooked is clearly defining the goals
and expectations for the new employee. Many companies have a
probationary period of six months, so it's good to document goals to
be achieved in the first half-year. Hold an initial meeting to
discuss all these goals. It's important that both parties agree on
the definitions and expectations. As always, the goals should be
measurable and realistic so that you can track everything.
regular meetings for follow-ups on progress and which goals are met
and checked off. Make sure to create very specific goals that are
easily verifiable. One dilemma that might arise is that you might set
a knowledge-based goal, like "should learn to independently
create a Spring Boot Java application and deploy it in the testing
environment." When you do your follow-up, the person might feel
that they've mastered it. Then you could suggest they give a short
presentation on how to do it for the team. This automatically
accomplishes two things. One is that together you can verify that the
goal has truly been achieved, and the other is that the team gains
some insight into creating Java applications with Spring Boot.
offer training and professional development opportunities for the new
employee. This can include technical training, internal processes, or
other relevant educational opportunities that help them succeed in
their role and fulfill the goals you outlined earlier.
Getting to know each other
Plan social activities and team-building events to strengthen
relationships within the team. This helps the new IT developer feel
comfortable and included in the group. It's always good to get to
know each other a bit outside of work since this also contributes to
creating a psychologically safe environment, as we talked about
earlier. This way, it becomes easier for all employees, especially
the new ones, to ask questions even if they might feel a bit silly or
naive at times.
Have regular follow-up meetings with the new employee to gauge how
they're settling in and integrating into the team. Provide feedback
and support to help them achieve their goals. Don't forget to have
follow-up sessions with other team members as well to gain insights
into how they perceive the new employee and what could potentially be
improved or changed.
creating a structured and welcoming onboarding process, you give new
IT developers a positive start to their employment and help them feel
engaged and motivated from the beginning. A good onboarding process
promotes swift integration, reduces uncertainty, and lays a
foundation for building long-lasting and successful relationships
with your new employees. Be flexible and tailor the onboarding
process to the new employee's needs and preferences. Everyone has
different learning styles and expectations, so it's important to be
responsive to their individual requirements.
that we've discussed the important introduction of new hires, let's
move on to how you can develop and retain your skilled IT developers.
More about this in the next article.