Good onboarding is crucial for a successful start of new employees. It is not only about arranging practical matters on the first day, but also about welcoming new colleagues warmly and them getting to know their new working environment. The onboarding process must be done carefully and offers benefits to both parties. In this blog we focus on the fifth C of the onboarding process: ‘Check Back’. This emphasizes on the importance of maintaining contact with new employees during the first few weeks so that they feel valued and involved in the organization. Discover in this blog how applying ‘Check Back’ can contribute to a good onboarding process and helps you to get to know your new employees.

Continuous improvement of the onboarding process through Check Back

We explained the four C’s of onboarding in a previous blog. A fifth C of onboarding can also be added to this model. The fifth C of onboarding is Check Back, where managers regularly ask new hires for feedback during their onboarding period on their onboarding experience. By collecting feedback, the onboarding process can be continuously improved. In this blog post we discuss the different ways to measure the effectiveness of the onboarding process, so that you can keep on improving as an organization.

What does Check Back bring to your organization within the onboarding process?

As an organization, it is important to pay attention to ‘Check Back’. This helps to increase the involvement of new employees within the organization. New employees often have many questions and uncertainties in their first weeks at their new job. By interacting regularly and asking about their experiences and feedback, new hires can feel valued and develop a sense of belonging to the organization.

Another benefit of ‘Check Back’ is that it can help organizations identify potential problems and concerns of new hires early in the process. You can achieve this by communicating regularly and asking about the experiences of new employees. In this way, as an organization, you can respond proactively to any problems and prevent new employees from leaving quickly. In addition, ‘Check Back’ can help to promote a culture of open communication and feedback within your organization. Regular contact shows new employees that you appreciate their input and are willing to listen to their suggestions and ideas.

How can you do Check Back within the onboarding of new employees?

1. Feedback from new employees

It’s important to gather feedback from new hires about their onboarding experience. The best way to gain insight into your onboarding process is to make it measurable. Do you know how your employees experienced their onboarding? 2DAYSMOOD offers employers, team leaders and HR managers a quick and simple way to map out the onboarding process. By asking about new hires’ experiences, you can gain insights into the strengths and weaknesses of the onboarding process and use this information to make improvements.

In addition, you can measure the mood, involvement and workload of all your employees over a longer period of time in short cycles. Every week, employees receive a 15-second survey, which allows team leaders to see how the team is doing. In this way, you as a team leader or HR manager, can keep track of how well your new employee integrates into the team and within the organization.

2. Performance indicators within the onboarding process

Another way to measure the effectiveness of the onboarding process is through the use of performance indicators. These are measurable goals set for new hires, such as achieving a certain level of productivity within a certain amount of time. By measuring the performance of new employees, you can assess whether the onboarding process has contributed to the success of the new employee and the organization.

3. Benchmarking with other companies

A third way to measure the effectiveness of the onboarding process is through benchmarking with other companies. This means that you compare the performance of your own onboarding process with that of other companies in the same industry. In this way you can see how your process is performing compared to others and whether there is still room for improvement. Applying the 2DAYSMOOD tool offers the possibility of benchmarking. For example, take a look at our data report on the eNPS score! In addition, we regularly perform data analyzes that make benchmarking possible.

4. Employee retention rate after onboarding of new employees

A fourth way to measure the effectiveness of the onboarding process is to look at the employee retention rate. If new employees leave the organization within a short period of time, this could indicate a poor onboarding experience. By measuring the employee retention rate, you can see if the onboarding process has contributed to a long-term employee retention.

5. Productivity measurements of the onboarding process

Take productivity measurements to see if new hires have acquired the knowledge and skills needed to be productive. Use a combination of these methods to get a complete picture and make improvements that contribute to the long-term success of the organization.

Check Back: this is how you improve the onboarding of your new employees!

The “Check back” C is therefore important because it ensures that new employees receive sufficient feedback and support during their onboarding process. By regularly checking in with new employees, organizations can monitor their progress and any challenges with them integrating into the organization. In this way you can provide support to new employees where necessary. This can help the new employee to feel more comfortable and more effective in their work. This contributes to the retention of new employees and reduces the chance that they will leave the organization prematurely!

More insight into the onboarding process at your workplace? Do Check Back, use data!

Do you want to actively work on improving the onboarding process within your organization? Then take a look at the page about onboarding on our website. In addition to obtaining information about onboarding, structural measurement of the onboarding process within your organization is crucial. In this way you can continuously improve and comply with the most current feedback from your new employees. Get started with the 2DAYSMOOD tool and use the onboarding module!
Or do a baseline measurement to see how happy your existing employees are. Get to know the drivers behind happiness at work within your organization through the Employee Happiness Model. Another option is to measure the mood of your employees and discuss this in the teams to quickly spot stress and dissatisfaction and act on it.

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