Activities
- Make sure that the new employee is regularly followed up by you, the sponsor and others who contribute to the onboarding process. The new employee should experience quick clarifications in their work.
- Hold the agreed formal onboarding conversations. Current theme:
- Development of the employment relationship, expectations and feedback
- How is it going with the establishment of contacts and access to relevant forums? Is there a need for more assistance from you or others here?
- Questions related to organisational issues such as processes, anchoring and decision-making structures, cooperation in various forums, working environment and organisational culture
- Does the new employee have ideas and suggestions for improvements?
Note in the follow-up and development plan what you agree on in the dialogue and save it in the personnel folder.
Trial period
If the new employee has a trial period, it is important to follow up the employer's responsibility associated with this. In line with §5(3) of the State Employee Act (lovdata.no) (Norwegian), the employee shall receive the necessary guidance, follow-up and assessment of the work during the trial period.
Relationship charts and expectation analysis
For employees in more independent positions and managers, this phase is appropriate for introducing the tool Relationship charts and expectation analysis (Word).
The purpose of the tool is:
- to help the new employee to explore and become more aware of the set of expectations placed on the role by cooperation partners and stakeholders
- to help reconcile expectations, both between stakeholders themselves and between stakeholders and the new employee
- to make it easier to identify and deal with any dilemmas
After you have introduced the tool, the new employee should use it independently. This lays the foundation for the employee to address and clarify topics from the role analysis in future onboarding dialogues.