Preparation, Value, and Continuous Feedback: The Keys to Successful Onboarding
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In an increasingly competitive, complex, and flexibility-oriented job market, the onboarding process—the phase of integrating a new hire into the company—can make all the difference. A well-structured start ensures new employees feel comfortable and are empowered to work with peace of mind from day one.
"Properly preparing for the first few days in a new company or on a new project is essential to creating a targeted welcome that guarantees motivation and engagement," explains Enrica Ceccato, HR Director at agap2, an international engineering and IT consultancy. "In the consultancy sector, professionals often work across diverse environments with different methodologies and corporate cultures. This is why effective onboarding is crucial: it reduces adaptation time, boosts productivity, fosters employee well-being, and maintains competitiveness."
A motivated resource generates value and contributes to a work environment where everyone feels free to express themselves. Investing in people's well-being must be a priority: a professional who feels heard, supported, and trained is more productive, stays longer, and actively contributes to the success of a project. Research indicates that the cost of losing an employee can range from 30% to 200% of their annual salary, depending on the role and expertise. This is compounded by hidden costs like the loss of know-how, project delays, and the need for new recruitment and training cycles.
The agap2 Onboarding Model: Building a Sense of Belonging
To strengthen employee engagement and integration, agap2 follows a specific strategic model:
- Targeted Preparation: Each new project is preceded by technical and cultural onboarding to prepare the employee for the specific context of their upcoming months of work.
- Active Support: HR and management teams maintain constant contact with the employee to monitor their progress and well-being, allowing for quick intervention if issues arise.
- Regular Feedback: Structured, periodic check-ins are organized to gather feedback, identify areas for improvement, and strengthen the sense of belonging, even in remote working scenarios.
- Annual Review: A formal yearly meeting to assess the professional journey. The agenda includes an analysis of past objectives, setting goals for the coming year, discussing career ambitions, and shared planning for the next 12 months.
A People-Centric Approach
"In today's complex historical moment, building trust and a strong corporate culture is fundamental to any organization's success," concludes Enrica Ceccato. "At a time when economic uncertainty and technological shifts present daily challenges, investing in people means creating more resilient and collaborative workplaces. This is the only way to attract and retain talent, promote organizational well-being, and ensure long-term sustainable growth."
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