{"id":5172,"date":"2026-01-06T10:39:00","date_gmt":"2026-01-06T09:39:00","guid":{"rendered":"https:\/\/www.paychex.eu\/dk\/?p=5172"},"modified":"2026-09-09T13:23:44","modified_gmt":"2026-09-09T12:23:44","slug":"saadan-skaber-du-gode-pre-og-onboarding-forloeb","status":"publish","type":"post","link":"https:\/\/www.paychex.eu\/dk\/blog\/saadan-skaber-du-gode-pre-og-onboarding-forloeb\/","title":{"rendered":"S\u00e5dan skaber du gode pre- og onboarding-forl\u00f8b"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">69 %.&nbsp;<a href=\"https:\/\/www.scribd.com\/document\/466240109\/Gallup-Perspective-on-Creating-an-Exceptional-Onboarding-Journey-for-Your-New-Employees-1-pdf\" target=\"_blank\" rel=\"noreferrer noopener\">S\u00e5 stor er sandsynligheden for, at en medarbejder stadig er i din organisation efter tre \u00e5rs ans\u00e6ttelse, hvis medarbejderen har v\u00e6ret gennem et velstruktureret pre- og onboardingforl\u00f8b<\/a>. Dertil kommer f\u00e6rre sygedage, et godt socialt sammenhold og ressource- og omkostningsbesparende processer.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Det lyder jo som s\u00f8d musik. Og alt sammen er m\u00e5lbare punkter, som pre- og onboardingen p\u00e5virker og som kan afl\u00e6ses direkte p\u00e5 din virksomheds bundlinje.&nbsp;<a href=\"https:\/\/ballisager.com\/rekrutteringsanalysen-2018\/\" target=\"_blank\" rel=\"noreferrer noopener\">Og det til trods, er det de f\u00e6rreste virksomheder, der prioriteter et godt og veltilrettelagt pre- og onboardingforl\u00f8b.<\/a><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Vi har spurgt tre af vores egne medarbejdere Mohamed Slimane, Catharina Brostrup og Christian With, der alle har arbejdet hos Emply i under et \u00e5r, om deres tanker og oplevelser ved pre- og onboarding. Her f\u00e5r du deres 9 gyldne r\u00e5d til, hvordan du giver dine nye medarbejdere den bedste start, s\u00e5 du indg\u00e5r et godt arbejdsf\u00e6llesskab med alle dine nytilkomne medarbejdere.<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li><strong>F\u00e5 styr p\u00e5 kontrakten, f\u00f8r du tager hul p\u00e5 preboardingen.<\/strong>&nbsp;<br>S\u00f8rg for at have det formelle fundament p\u00e5 plads for ans\u00e6ttelsen af en ny medarbejder, s\u00e5 I er enige om ans\u00e6ttelsens vilk\u00e5r. M\u00e5ske kan du flotte dig med en buket blomster eller andet, der fejrer ans\u00e6ttelsen derhjemme.<br><\/li>\n\n\n\n<li><strong>Send (lav-)praktiske informationer umiddelbart efter, kontrakten er underskrevet.<\/strong>&nbsp;<br>Det giver din kommende medarbejder ro at have m\u00f8detid og -sted p\u00e5 plads i god tid inden jobstart, s\u00e5 gem det ikke til sidste \u00f8jeblik. If\u00f8lge vores medarbejdere kan det aff\u00f8de en del stress hos en ny medarbejder, hvis ikke den praktiske information er p\u00e5 plads \u2013 gerne et par uger f\u00f8r.<br><\/li>\n\n\n\n<li><strong>Introduc\u00e9r medarbejderen til virksomheden.<\/strong>&nbsp;<br>Det er vigtigt for motivationen at t\u00e6nke medarbejderen ind l\u00e6nge f\u00f8r jobstart. Har I noget information eller materiale, som medarbejderen med fordel kunne s\u00e6tte sig ind i p\u00e5 forh\u00e5nd, s\u00e5 s\u00f8rg for at sende det afsted \u2013 men husk ikke at overdynge jeres nye kollega. Se det som venlig \u201dnudging\u201d i preboardingforl\u00f8bet, der kan v\u00e6re gavnlig for onboardingforl\u00f8bet \u2013 og som samtidig holder liv i medarbejderens motivation.<br><\/li>\n\n\n\n<li><strong>Invit\u00e9r til sociale arrangementer, og connect med medarbejderen p\u00e5 LinkedIn.<\/strong>&nbsp;<br>Hvis I har en spilaften, fredagsbar eller badmintonturnering i kalenderen, inden medarbejderen begynder i jobbet, s\u00e5 husk at videresende invitationen. Det giver en f\u00f8lelse af inklusion og mulighed for at m\u00f8de nye kollegaer i en afslappet atmosf\u00e6re. Det kan for nogle v\u00e6re angstprovokerende at m\u00f8de mange nye kolleger p\u00e5 ens f\u00f8rste dag i virksomheden. P\u00e5 denne her m\u00e5de sikrer du en mere flydende overgang. Hvis I ikke st\u00e5r over for sociale arrangementer, s\u00e5 kan noget s\u00e5 simpelt som et connect p\u00e5 LinkedIn skabe gl\u00e6de. Det viser, at du har introduceret medarbejderen til kolleger.<br><\/li>\n\n\n\n<li><strong>Hav computer, koder og logins klar til medarbejderens f\u00f8rste dag.<\/strong>&nbsp;<br>Kort sagt: V\u00e6r forberedte! Medarbejderen har gl\u00e6det sig til at starte, og derfor er det vigtigt, at I g\u00f8r jer umage og hj\u00e6lper jeres nye kollega godt i gang. B\u00e5de n\u00e5r det kommer til systemer, processer og v\u00e6rkt\u00f8jer, hvordan man melder ferie ind eller s\u00f8ger om rejserefusion. Og marker det gerne med en hyggelig morgenmad i afdelingen\/teamet eller andet socialt.<br><\/li>\n\n\n\n<li><strong>Giv medarbejderen et opgaveoverblik.<\/strong>&nbsp;<br>Det er motiverende at se, hvilke opgaver og ansvarsomr\u00e5der der ligger klar til en p\u00e5 sin nye arbejdsplads. Og det har en generelt god effekt, at medarbejderen er tilt\u00e6nkt opgaver fra start. Find nogle opgaver f\u00f8r jobstart, som medarbejderen hurtigt kan f\u00e5 ejerskab over og lykkes med.<br><\/li>\n\n\n\n<li><strong>K\u00f8r den nye kollega ind med en buddy eller mentor.<\/strong>&nbsp;<br>Det kan v\u00e6re en fordel at have en erfaren kollega at st\u00f8tte sig til i den f\u00f8rste tid. En buddy eller mentor kan v\u00e6re tryghedsskabende og agere bindeled mellem afdelinger og kolleger og bidrage til bedre indfasning fagligt s\u00e5vel som socialt. Husk, at buddyrollen skal v\u00e6re selvvalgt og frivillig.<br><\/li>\n\n\n\n<li><strong>Priorit\u00e9r opf\u00f8lgende 1:1-samtaler.<\/strong>&nbsp;<br>Gerne ugentligt, men mindre kan ogs\u00e5 g\u00f8re det. Det vigtigste er, at medarbejderen f\u00f8ler sig lyttet til og kan b\u00e5de give og f\u00e5 feedback i den f\u00f8rste periode af ans\u00e6ttelsen. Der kan v\u00e6re mange ting, der fylder i den f\u00f8rste tid som ny medarbejder: L\u00e6rer jeg systemerne hurtigt nok? Skaber jeg v\u00e6rdi, som I havde forestillet jer? Jo tidligere I form\u00e5r at skabe et \u00e5bent og trygt forum, jo bedre. Det giver nemlig ogs\u00e5 en bedre f\u00f8ling med medarbejderens trivsel senere hen.<br><\/li>\n\n\n\n<li><strong>Evalu\u00e9r og just\u00e9r jeres pre- og onboardingforl\u00f8b \u2013 og gerne ofte.<\/strong>&nbsp;<br>F\u00e5 feedback fra din medarbejder seks m\u00e5neder efter ans\u00e6ttelsen, s\u00e5 du hele tiden kan justere og tilpasse pre- og onboardingforl\u00f8bet. Hav ogs\u00e5 gerne \u00f8je for, om der er nogle initiativer, der fungerer s\u00e6rlig godt til nogen typer af medarbejdere eller afdelinger. P\u00e5 den m\u00e5de bliver forl\u00f8bet relevant og hensigtsm\u00e6ssigt for hver enkelt ny medarbejder.<\/li>\n<\/ol>\n","protected":false},"excerpt":{"rendered":"<p>N\u00e5r nye medarbejdere skal finde fodf\u00e6ste i en virksomhed, er et veltilrettelagt pre- og onboarding-forl\u00f8b helt afg\u00f8rende. Men hvordan skruer du s\u00e5dan et forl\u00f8b sammen? Vi har spurgt vores egne medarbejdere om, hvad et godt forl\u00f8b b\u00f8r indeholde for at sikre en god start \u2013 og dermed st\u00f8rre sandsynlighed for fastholdelse.<\/p>\n","protected":false},"author":9,"featured_media":16220,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"editor_notices":[],"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[73,65],"tags":[],"class_list":["post-5172","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hr","category-pre-and-onboarding"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v28.5 (Yoast SEO v28.5) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>S\u00e5dan skaber du gode pre- og onboarding-forl\u00f8b - 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