The future of digital onboarding

Postdate: 12 October 2017

For starters and young professionals, an onboarding app is THE way to start a new career. They are virtually oriented through the company, before they have even started. The goal? Increasing the involvement of employees, making the training period more efficient, and their career more sustainable.

From reading to tailored digital orientation programs
At the first day of work new employees have a lot to take in. They are expected to read in a lot of paperwork in a short time and then go off to do the work right away. They receive too much information or get stuck in their questions. Young employees are using therefore more and more virtual tools, and are led step by step through the organization. They get a virtual buddy who shows them all the ins and outs of the organization in an app, who gives them a tour and introduces them to other colleagues. And all this before they even had their first working day. Paperwork is no longer of this time, contracts are digital, and tailor-made orientation programs are offered through such an app. Some examples of onboarding apps are Appical and Talmundo.

Benefits of digital onboarding
An onboarding app requires continuous feedback from employees. When an onboarding process goes well, this is paying off. The employee becomes enthusiastic, committed, performs well and withstands the training period without any problems. It is time- and cost saving, and employees have always and everywhere access to their personal digital work environment. This is particularly useful for employees who have questions in between or want to quickly consult something, even outside working hours.

Good guidance is necessary
An onboarding app is work that employees take home with them. Notifications and assignments that keep coming in, sometimes cause the employee to get active before the first working day started, even if the employee has consciously chosen to take a rest 'in between jobs'. It can be at the expense of effectiveness if a young employee is still looking for a good work- private life balance. An onboarding-app stands or falls with good guidance. There will always be employees who do not affiliate with such an orientation app. This does not have to do anything with their ambition or motivation.

Social pressure among people in their twenties
Starters and young professionals are often very ambitious. The phase for children and other serious obligations is the time to kick off a successful career. This is a plus but also a pitfall. Young employees find it difficult to indicate their limits, a high workload is experienced as 'normal' and they still have little autonomy in their tasks and responsibilities. At the same time, they feel a (social) pressure towards colleagues and friends to work many hours, to be (online) available, to be successful in sports and careers and to connect with all possible social activities. It is not without any reason that more and more people in their twenties get a burn-out.

Coaching (social) skills and behaviour
Coaching on social skills and behaviour should be part of the onboarding process. Confronting professionals with questions such as: “Where are my personal limits? How do I monitor a healthy work- private life balance? How do I prepare for difficult conversations and how do I deal with (too) demanding colleagues? What gives me energy and how to ask for help?” can help prevent a burn out. Attention to these personal themes in the onboarding process promotes the personal development, mental health and motivation of employees in the long term.

Onboarding with Tsuru
Tsuru is an effective tool to support employees in their search for a good work- private life balance, their own expectations and goals. After completing questionnaires, the Tsuru app compiles a personal profile. With daily challenges in the areas of stress, sleep, nutrition, exercise, mental flexibility and motivation, they get familiar with, - and work on their strengths and pitfalls.

apps     behaviour     coaching     digital onboarding     employees     employer    

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