1. It is all about motivation. New employees are motivated to show what they are capable of in their
new job. The first three months are decisive: without a good onboarding programme, the employee’s motivation and energy levels will go down dramatically. With meaningful and nice to-dos, Newbies ensures that people retain their drive. With a pre-boarding programme for the first working day, we kindle this drive.
2. The focus is on the new colleagues. This may sound obvious, but many companies primarily send information. They concentrate on the company, so new employees do not feel noticed or committed. TinQwise Newbies ensures that employees are taken seriously. We do this by making them realise what they need and how they can contribute.
3. Onboarding is not a checklist. It is not about ticking boxes on a to-do list. It is not about offering as many onboarding activities as possible, but rather about what these activities mean to the new employee.
4. Give new employees room to demonstrate their abilities. New employees want to show what they are made of. The sooner they feel they can contribute in a meaningful way, the better. With Newbies we make people think about what they can do and contribute, and about what strikes them as a newcomer. It gives them a more positive feeling than experiencing what they cannot do yet.
5. Onboarding is change. To create a bond with people and give them a sense of belonging, you need to support the onboarding process. In great outline, the employee passes through the following stages:
1. I am starting
2. I belong to the company
3. I know my colleagues
4. I have thorough mastery of my job
5. I collaborate nicely
6. I develop
7. I contribute
8. I belong to the company/I feel connected
Newbies makes new employees reflect knowingly on their feelings and analyses where they are in their transition process, so that we can make adjustments and offer additional to-dos, for example.
