Our pillars of success
_edited.png){kind=small}
Welcome, support, change lives!
Pre-Welcome
We assist you in structuring and designing this phase, which is often simple but frequently underestimated. How can you optimize the days leading up to the first day? Is it really possible to make a first impression before Day One? What are the most effective tools to achieve this?
Team skills
Employee training should cover their role and department but also include related departments. How can this inter-departmental training be effectively structured? At what technical level and frequency? Should it be prioritized over other stages?
Collaboration
For a new employee to establish good professional relationships, they must first build personal connections with their colleagues. When and how should this team dynamic be encouraged: on the first day, during the first week, or within the first month?
Individual skills
Training an employee for their role is essential for their future technical skills. Effective structuring optimizes the trainers' time and improves information retention, making the employee operational quickly. But is there a risk of going too fast? What duration and tasks should be prioritized?
Commitment
Supporting a new employee involves providing both technical and human assistance to reduce stress and facilitate their integration. By making them feel comfortable and boosting their confidence, we help them make a positive impact and become an ambassador of our values.
Feedback
Feedback is crucial for employee improvement and gathering insights on their performance. While it may seem natural, it should be prepared in advance. What questions should be asked, in what order, and what information should be sought to ensure effective discussions?
Development plan
This concludes the integration of your new employee and encourages them to envision a future within your company. It shows your trust in them and helps strengthen their long-term sense of belonging. How can this plan be developed? How far should we go in our "visions" of development? How can we gather the employee’s feedback while finding a realistic and motivating balance?