3 rules to succeed in the onboarding of new collaborators

The 3 rules to succeed in the onboarding

The onboarding process is a very decisive step not only for the new collaborators but also for the company itself. An effective onboarding will help the new employees to integrate the team, feel esteemed, and better understand their function. Therefore, this will increase their engagement and then their productivity and performance. In order to succeed in this crucial phase, Fairmat follows 3 main rules.

1. First rule to succeed the onboarding: Create a process to follow ✅

Onboarding is a valuable opportunity to engage your new team member. In order to make the most of this opportunity, creating a detailed process to follow will definitely help. Defining each step ensures that the new member receives every bit of training they need to succeed. It allows her/him to be properly welcomed and introduced to the job, the company, the culture, and the team. This process also guarantees that every new collaborator is treated the same way and that each new team member gets all of the components they need to flourish at work.

2. Second rule to succeed the onboarding: Explain the job, the culture and the jargon 😌

Of course, you will spend a good amount of time explaining the role of the company and the function the new member will undertake. However, each company has its own culture and jargon. It is important to make sure that all the corporate buzzwords, jargon and acronyms are properly defined. And any inside jokes, traditions, and other bits of the company’s culture are also essential.

3. Third rule to succeed the onboarding: Seek and incorporate Feedback 🙌

The new collaborators have experienced the process, so they are in the best position to give relevant feedback. Taking time just after the onboarding to gather their opinions, and perceptions, is therefore an absolute must-do.

Tracking outcomes over time will also help identify what are the most successful onboarding techniques or steps and also what are the less relevant. It will determine which parts of the process need to be reconsidered.

How does the onboarding work at Fairmat? 🤔

We are continuously hiring new talents and this gave us the opportunity to remodel our onboarding process to scale it. Obviously, there are some very successful onboarding and others a bit less thriving… like in any company!

The thing with onboarding is that everybody is different, and so are the needs of each person. It is important for the manager to keep it in mind and to carefully take care of the new member during the entire time of the integration and not only at the beginning.

We have decided to do every 2 weeks an onboarding integration. As a consequence, we follow each time the same steps for each onboarding:

  • We inform all Fairmatters in advance that a new colleague is joining by sharing his/her/their name, title, location and futures missions
  • We all gather around a welcoming breakfast on the first day when everybody introduces itself.
  • Each new hire gets an Asana project where we organize months in advance its integration, making sure the new Fairmatter has access to any necessary programs, documents and tools
  • We book an agenda for the new members to get proper training and meet key people and departments according to their needs & missions
  • We organize the visits of the laboratory in Paris and the Fairfactory in Nantes where the person will experience the recycling live.
  • We take time for feedback and improvement
  • And of course, we all meet for a drink or two at the end of the week because it is nice to talk about work, but it is also nice not to talk about work and create bonds outside the company when possible 😉

To conclude, at Fairmat, we consider onboarding is like a living thing that always needs to be adapted and improved so that we can get the best result possible from all the Fairmatters’ efforts.

Want to join the team, it’s happening here.


First lunch team at M19 for the new promotion of Fairmatters