Pre- and onboarding
In a nutshell: What's it all about?
Pre- and onboarding lays the foundation for the successful integration and long-term commitment of new employees. From the moment the contract is signed until about one and a half years after starting the job, it includes both the administrative entry into ETH Zurich and the introduction to the organisation, the team and the tasks.
Opportunities and possibilities
To enable new employees to perform at their best, they need to be properly introduced to the team and their new role. Take the time. Involve your team in the onboarding process. You will see: The investment is worth it.
Get active: How to demonstrate good leadership
- Prepare the pre- and onboarding well.
- Ensure a structured induction for your new employees to promote successful employment.
- Involve your team in onboarding to promote inclusion.
- Use the onboarding process to familiarise new employees with structures, processes and formal and informal procedures so that they can quickly take on their actual tasks.
- Take the time for successful pre- and onboarding. This will strengthen the motivation of new employees as well as the professionalism and reputation of ETH Zurich.
Self-reflection: Am I applying my social and leadership competencies effectively?
Nurturing well-being:
- How do I support new employees so they quickly and successfully settle into their new environment?
- Have I selected an onboarding buddy from the team and involved them in the new person's onboarding process?
Building bridges:
- Have I communicated the start of the new person within my own organisation and to key contacts?
- Are important contacts introduced as part of the onboarding programme?
- How has the team spirit changed as a result of the pre- and onboarding process?
Living inclusivity:
- Do new employees feel welcomed openly and without prejudice?
- Have I considered the needs of everyone involved – including my own?
In a nutshell: Steps to success
- Send invitation/agenda for the first working day
- Maintain personal contact before the start, e.g. send an invitation to a team event or a birthday/Christmas card
- Create an induction programme, note important dates such as team events or external page introductory events
- Select an onboarding buddy from the team to provide close support during the induction period: An onboarding buddy supports the new person during the induction phase, helps them to successfully settle into their new environment, shares knowledge and experience, contributes to networking and thus helps them to become productive more quickly.
- Prepare the workplace with laptop/office materials
- Organise a welcome gift, e.g. flowers, chocolate or a goodie from the ETH Store
- Welcome coffee with the team, introduction to the team/area and office/building tour
- Discuss induction programme, possibly together with the onboarding buddy
- Provide information on attendance and customs in the team, e.g. attendance days, birthdays in the team. A strong team presence during onboarding promotes faster integration and effective collaboration with the new person.
- Clarify opportunities for working remotely
- Lunch together
- Agree objectives for probation period, explain tasks and roles in the team (according to the job description)
- Hold regular feedback meetings
- Close support from the onboarding buddy in the first few weeks
- Conduct the appraisal interview Dialog following the final probationary period interview in order to further clarify and strengthen the objectives and tasks of the role, personal development and collaboration
- Introduce important contacts within or outside your own organisation and actively share information
- Enable participation in events, networking events and courses/training sessions
- Recognise and address dissatisfaction. Signs of this can be, for example, withdrawal, demotivation or frequent sick notes
- Actively and consciously foster employee retention for at least one and a half years after starting the job by having regular discussions about optimal integration. This can positively reinforce well-being in the new position.
Areas of responsibility: Roles
Manager: ensures a good onboarding programme
Employee: actively participates in the onboarding programme
Onboarding buddy: answers questions about everyday working life, provides support for settling in
Team: supports throught the onboarding, proactive knowledge transfer
HR: offers advice and support
Main responsibility
Manager