Familiarization and employee retention begin before the first day

To make a first impression, companies must create certain incentives. These vary depending on the industry and target group. Digital innovations in particular are arousing the interest of the younger generation, as the latest findings show. The core of a good company remains satisfied employees. In order to inspire them, various points are important.

Structure the welcome phase

In most cases, the new colleagues want to become familiar with the work tasks as well and as quickly as possible, and human appreciation on the part of direct superiors and colleagues plays an important role in this. In my experience, the following instruments and options have proven to be effective in designing the employee introduction process:Employee handbookIndividual onboardingFeedback interviewsMentor programsTarget agreements and tasks with opportunities for success,Early assumption of responsibilityTeam integration through presentation during the tour

Furthermore, when introducing new employees, it is particularly important to pay attention to the actual learning method and, above all, a varied mix. Basically the following methods can be recommended: Learning paths digital familiarisation case-based learning

New colleagues usually feel well looked after and in good hands thanks to fixed reference persons (patent system) and contact points. There should also be probationary talks and the setting of sub-goals, with regular feedback. This can lead to challenges, misunderstandings and needs on both sides.


Feedback is one of the pillars of interpersonal and constructive communication. You probably know it yourself from your own context, where you have received very positive feedback on a project and were curious to see how your contribution would affect the outcome. The enthusiasm of APP developers, for example, increases before a launch. Here you can also inspire your employees through timelines, feedback and motivation meetings.

A constant feedback is anyway one of the most important points to inspire employees in the long run. Especially new employees need this in order to identify with the company.

Communication within the team is also crucial. A joint workshop, excursions and targeted employee events can increase the enthusiasm of your employees. Furthermore, the handling of feedback and criticism must be framed in order to keep it constructive. During the implementation it has also proven to be useful to proceed in a structured and holistic way. Possible phases can be: information and administrative, introduction round in the team, announcing goals and core tasks during the probationary period, criteria for success control and feedback interviews, final meeting and notice of appointment.