Two-part series on modern home office, onboarding and part-time models. Part 2: Smart start and flexwork
New job, full power or half day, full workload – there are stages in professional life that are extremely demanding. Our demanding working environment can exacerbate these stresses. When companies support employees with targeted induction measures and part-time agreements, everyone benefits.
Power robber at the start of a job
There is a crisis everywhere – it is not just the economy that is losing strength, but also specialists and managers. The latest PINKTUM study shows that almost two thirds feel drained and lacking in energy. New employees in particular have a significantly lower energy level than colleagues who have been with the company for longer. This is hardly surprising: understanding tasks and work processes, finding your way into a team and a new role, the desire to prove yourself – all of this is exciting, but also exhausting. If something goes wrong during this sensitive phase, many people quickly feel discouraged and some throw in the towel altogether.
Newcomers feel much more powerless
Onboarding fängt schon vor dem ersten Arbeitstag an
A systematic introduction strengthens the commitment and initiative of new employees. New employees are thus bound to the company right from the start. In view of the shortage of skilled workers and the high cost of new hires, structured onboarding is becoming an indispensable measure.
How to support the onboarding process
- Organize process
Define all the steps that will make it easier for new employees to settle in. Provide information about tasks and corporate culture before the actual start, thereby increasing anticipation and trust. - Establish compulsory attendance at the start
Ensure that the entire team is present during the first few days so that social integration can be successful. New colleagues feel insecure if they are left to their own devices in the office because everyone else is working from home. - Define clear points of contact
Provide concise information about where help and resources can be found. Always having to ask where something is or who is responsible for what takes time and energy. - Provide an onboarding mentor
During the important first 100 days, provide newcomers with a contact person from the same hierarchical level who they can turn to instead of their manager. - Ensure regular meetings
Arrange fixed meetings right at the start to discuss progress and challenges - Use new perspectives
Ask new employees to share observations and suggestions for improvement in a separate meeting and benefit from a fresh perspective on your company.
Part-time also drains the reserves
Those who are there less often are sometimes overlooked: Part-time employees often struggle with many additional challenges. They are often less integrated into the team as they miss meetings and informal discussions. They are not taken into account in planning and projects and have fewer opportunities for further training and career development – or work overtime to complete their tasks at all. At the same time, most of them manage care work in the form of childcare or caring for relatives, which can lead to excessive demands without support.
A third of part-time employees feel rather or very powerless
Part-time is participation
Most part-time employees are extremely motivated – they contribute significantly to success if their needs are taken into account. Companies should therefore create an environment that supports them in their work-life balance and professional development.
How to support part-time employees
- Keep to the number of hours
Make sure that a part-time job does not become a full-time position. If too much work is being done, compensation or adjustments may be necessary. - Make meetings more flexible
Create more integration through virtual updates and adjusting schedules. Coordinate key meetings with nursery times, timetables and other commitments. - Ensure equal opportunities
Establish equal recognition and development opportunities for part-time employees: for example, split a full-day program into two mornings or offer a half-day talent program. - Job sharing
One full-time position can also become two part-time jobs. The tasks are carried out by two people – and often even more is achieved than before!
Andreas Kaufmann (Equity Partner, PAWLIK Consultants): “Comprehensive onboarding and structured part-time agreements strengthen the motivation and satisfaction of individuals and therefore entire teams. This also makes them a success factor in HR work, but only works if individual needs and operational requirements can be reconciled. I will be happy to support you in the design and implementation of models that suit your company.“
