The rapid integration of a new company worker is achieved by sharing, from the first moment, information about the company, their responsibilities and functions, and what is expected of them. This is what is intended with the employee outboarding guide , one or more instruction books that are given to you just before joining the company. The number of different manuals needed, the content formats and their channels, and the information they contain depend on multiple factors. The content strategist is always around to lend a hand. Elements of the welcome manual: prior preparation, the first day, the letter and the 30th The welcome manual is, from a communication perspective, a hybrid. It is technical content, because it formally connects with the user guides, but it is also compliance content, because it seeks to preserve the good of the company. And, above all, it is highly personalized B2E content .
For an audience composed of a single individual. It generally covers two moments of the worker's incorporation into the workforce: The immediatel Country Email List y preceding one . That is, the day, the 72 hours or the previous week. The first contact . The first 24 hours as an employee. Occasionally, a manual is also delivered on the 30th or at the end of the contractual trial period. Conditions for the number of versions and types of manual The type of information , depth, extension and channel or set of channels depends on different factors. The email, the printed dossier, the booklet, the card, the website on an extranet, the use of the company's SaaS platform , or a combination of all of them will be chosen, depending on: Type of job . The same information is not given to the warehouse worker as to the manager.
It is a question of responsibilities and scope of tasks within the organization. There are also huge variations if the position has public exposure. The instructions will be different for the specialist who does not leave the laboratory compared to those of the after-sales technician. Dispersion of work centers . The circumstances and degree of autonomy are different at the headquarters, in a branch, in a supraterritorial delegation, in the factory of a derived brand or in the home of the teleworker. The services available to each employee and the organization of each center determine the content. Degree of differentiation of the company . It is clear: from the company, not from the brand. If the company is organized like the rest of the companies in its sector, it does not need to convey too much information to the worker.