Preboarding and onboarding isn't just for new starters. It's a tool of transition that can help set people up for success at any point of change in their career, relocation, promotion, a merger, returning from leave, or moving into a new way of working.
When we think of onboarding, the tendency is to think of new starters, the graduate arriving straight from college, or the experienced professional joining from a competitor. But that's only half the story and a one-size-fits-all approach that benefits no one.
That's why a flexible onboarding experience, supported by a similarly flexible onboarding tech, can be such a sound investment of time and budget.
Mergers and acquisitions
Forging strong links with your new employees during a merger or acquisition is vital to quell unfounded fears, and prevent the best talent from walking out the door. Keeping people up to date and informed during the process is key, as is bespoke onboarding content and ensuring multiple lines of communication, should people have questions. It can help dispel rumours in the first days of a merger, drive new initiatives, and cement together the two halves of your new company.
When AstraZeneca acquired Alexion, Eli supported the onboarding of Alexion employees globally, exactly the kind of large-scale, cross-border integration this approach is built for. Find out more about how Eli supports M&A here.
Relocating across countries and continents
Imagine you're moving from an office in Exeter to one in Glasgow. Or from a site in Birmingham to one in Buenos Aires. You're just as much in need of an introduction to your new team, new managers, new projects, new office space and new city as any new starter. Information on everything from finding accommodation, to local schools can prove invaluable. As can the lowdown on local mores and culture for those moving to new and exciting pastures. Clients like BDO and Cooper Parry have built content and processes specifically to support relocating employees, exactly this kind of practical, local detail.
Moving into management
People are often promoted into management because of their strong performance in their current role. But how prepared are they to lead, inspire, organise, and, occasionally, discipline others? From online training and resources, to “new manager timelines” that allow for management mentors to check in on progress with key milestones, an onboarding programme can help first-time managers get off to a flying start. Many Eli clients build dedicated new-to-management content into their preboarding for exactly this reason, and even old hats can benefit from understanding how your organisation might have different expectations and approaches to their current employer.
Contractors and consultants
In the gig economy, contractors, consutants and fractionals are forming an increasingly important part of every workforce, and need to be onboarded too, even if they only experience a light version. Don't treat this important part of your workforce as second class, as they might well be some of your biggest advocates. DNV have a specific onboarding-light experience to support these types of hire and rehires – people who already have an understanding of the business, so don't need the full 90 day experience.
Return from parental leave
For parents who've spent many months away from work, an onboarding tool that they can access from home can play a key role in getting them up to speed for their return. It can include everything from information on developments in their team and industry, to practical tips from other parent returners, and even a messaging service linking them up with other parents on leave.
Building an agile workforce
With the rise of agile working, more and more employees are experiencing a project-based career path. A flexible onboarding tool can be a vital ally in creating cohesion and a clear sense of purpose in these fluid, shifting teams, allowing you to maximise your workforce's skill-set whilst retaining high levels of performance and clear lines of communication.
Six very different audiences means six sets of tailored content to write and keep current, a real production challenge. AI can help here too, speeding up the creation of that content so it doesn't fall to the bottom of the to-do list.
With careful planning and the right technology, delivering a great onboarding experience for all of these groups should be easy.
FAQs
Does onboarding only apply to new employees?
No. Any significant transition, relocating, being promoted, joining through a merger, returning from leave, or moving to project-based work, benefits from the same structured, informative approach used for new starters.
Why does onboarding matter during a merger or acquisition?
It helps dispel rumours, answer questions and build trust quickly, which is critical for retaining talent and keeping people productive during a period of real uncertainty.
Should contractors, consultants and fractional workers be onboarded too?
Yes, even a lighter-touch version. They're a growing part of most workforces and, done well, can turn into some of your strongest advocates.
How can technology support onboarding for internal transitions, not just new hires?
A flexible portal can hold tailored content for each type of transition, relocation guides, new manager timelines, merger updates, parental leave return information, so the right content reaches the right person at the right moment, without building a separate process for every scenario.
