What makes a good onboarding process? How can fiduciary companies best integrate new employees into the team? To what extent does the right fiduciary software simplify onboarding? In this blog post, you will learn what your fiduciary company needs to consider when onboarding new employees.
Onboarding is, according to the magazine “Machen!” the “systematic and targeted integration and induction of new employees in a company” With the right onboarding, you can bring new employees on board your company more quickly and easily. “Good onboarding succeeds in integrating new employees into the company right from the start in such a way that they feel comfortable, know all the necessary internal procedures and processes, are motivated and can thus do a good job,” the article by “Machen!” continues.
The fiduciary sector is suffering according to the Job Market Monitor of the University of Zurich according to the job market monitor of the University of Zurich, the fiduciary sector is suffering from a shortage of skilled workers and fiduciary companies are vying for well-trained fiduciaries. However, finding suitable fiduciary professionals is time-consuming and expensive. That’s why fiduciary companies should strive to make the onboarding phase as smooth and productive as possible. Always bear in mind that fiduciary professionals are in high demand in the labour market and employees could resign during the probationary period. It is therefore all the more important that your employees feel they are in good hands in your fiduciary company from day 1.
Reading Tip: In this blog post, you will get tips on how to make your fiduciary company a more attractive place to work for fiduciary talent.
Intuitive fiduciary software can simplify the onboarding process
During the first days of work, the main thing is to get to know each other and coordinate. What are the strengths of the newcomer? In which tasks can he or she already support your team in the coming days and weeks? Which mandates may require a longer familiarisation phase? How can you organise handovers efficiently? Who provides all relevant login data and information and who is responsible for project launches? Start planning the onboarding of new employees in good time and define responsibilities in the team. Take planned absences into account.
In addition to good planning, intuitively operated Fiduciary software further simplifies the onboarding of new employees. If your team can outsource repetitive tasks to software, the skilled professionals can focus more on the core business instead. If you offer fiduciaries meaningful work instead of repetitive tasks, this will help you to retain skilled workers who are struggling in the labour market. For the fiduciary talents of generations Y and Z, meaningfulness of work has become a decisive factor when looking for a job. According to the international consulting firm Mercer meaningful work is therefore also “a central aspect of employee retention” for companies. Therefore, already during the first meeting, show how your fiduciary company is making use of the advantages of digitalisation. Demonstrate that clerks in your team don’t have to type up receipts, but are allowed to work on challenging projects.
If you work with user-friendly fiduciary software, you can also reduce the number of tools used in your company, which reduces the time required for training new employees and for handovers.
Checklist: This is part of the onboarding of new employees
Workplace, first day at work and integration into the team: Here you will find a checklist to ensure a smooth onboarding of new employees in your fiduciary company.
- Preparation of the workplace: Provide new team members with a working tool from day one. The physical workplace should also be ready. A small welcome gift with a friendly note does not generate a lot of effort but can be remembered positively by newcomers in the long term.
- Greetings: As a manager, take time to personally greet new employees on their first day of work, show them around the office and introduce them to their colleagues. Interview rounds do not have to take place at the office table; a coffee break or lunch makes for a more relaxed atmosphere.
- List with login data: Keep a list of access data to work equipment and all tools used. The more threads that come together on a single platform, the faster this onboarding step goes.
- Getting to know the team and your tasks: Schedule meetings throughout the first days and weeks in which your staff members give the new team members a brief introduction to their area of responsibility and explain what they are currently working on. In this way, it quickly becomes clear who the new employees can turn to for specialist questions.
- Careful handover: Ideally, your staff should document their work and project progress at regular intervals so that documentation of relevant tasks is available when new colleagues are inducted. If this is not the case, you should calculate more time for familiarisation and do complex tasks together for the first time.
Extra Tip: With modern fiduciary software, you and your team members have an up-to-date overview of work progress at all times.
- Obtain feedback: Ask new employees what could make their induction easier. How would they feel even more comfortable in the team? What additional information is needed? What do they need help with?
- Strengthen team cohesion: As a manager, you should make an effort (or assign a team member to do so) to create space for informal exchange even after the first working day of new employees. This could be, for example, a shared snack break once a week, an informal channel in your communication app, a monthly team lunch, an after-work beer or a half-day per quarter for team-building activities.
