Is there a slightly tense “first day of school” vibe in your company now that a new colleague is starting? Be sure to give this employee’s onboarding the attention it deserves. This boosts both their motivation for the job and the safety of your company.
When new people join your team, your company is particularly vulnerable. On the one hand, the risk of workplace accidents and errors increases because the new colleague hasn’t yet fully mastered the equipment or techniques. On the other hand, you need to be vigilant about digital security risks, as the newcomer isn’t yet familiar with all the policies and procedures in that area either.
5 Tips for Efficient and Safe Onboarding
1. Preboarding: Practical Information Reduces Stress
Onboarding doesn’t start on the first day of work, but as soon as your new employee signs the contract. Reduce stress during the onboarding process by providing practical information in a timely manner: where exactly should your new colleague report, where can they park, and who should they check in with?
2. Physical safety of new employees
In as many as 1 in 3 Belgian workplace accidents—accidents that occur during work, not on the way to work—employees with less than one year of professional experience are involved. This is according to Fedris, the Federal Agency for Occupational Risks.
Does your new employee work with hazardous products or machinery? Inform them immediately about the specific risks involved. Ensure that the required personal protective equipment (PPE) is readily available and clearly explain which ergonomic guidelines, first-aid instructions, and emergency procedures apply.
Of course, have the safety advisor quickly organize the necessary additional training and safety courses. This way, you can eliminate the increased risk of workplace accidents that inexperienced employees face.
3. Cybersecurity: IT Resources Ready on Day 1
A recent study shows that a new employee is 44% more likely to fall for a phishing scam than an employee who has been with your team for some time. This is because a new team member wants to make an immediate impact—and because employers often don’t immediately provide the tools needed to do so safely. Cybercriminals are well aware of this and actively target new employees.
So make sure all IT resources are fully up and running on the first day of work. That way, your new employee won’t have to bypass security protocols for practical reasons. Have the computer set up and ready to go, create personal login credentials, activate the email account, and set up multi-factor authentication.
On their very first day, provide an introduction to the most important digital and online risks within the organization. Explain how (internal and external) communication and payment procedures normally work, and how your team handles suspicious messages. Also, schedule a follow-up training session on cybersecurity right away.
4. A mentor makes it easier to ask questions
If you pair the newcomer with an experienced colleague (a “mentor”) on their first day, you’ll naturally speed up their integration. Such a buddy will quickly familiarize the new employee with the company culture and unwritten rules. A buddy also lowers the barrier to raising questions and prevents your newest team member from making mistakes out of ignorance or shyness.
5. Schedule feedback sessions
Give a new employee enough time to settle into the company. Depending on the position, you can expect this to take 3 to 6 months. Schedule regular check-ins to see how things are going: does the employee have everything they need to do the job well? And how do they feel within the team? Take feedback to heart so that the employee feels valued from the very first weeks and months. That’s the foundation for a long, healthy working relationship.
Hiring a new employee? Here are your obligations as an employer
When you hire new employees in Belgium, you must comply with these obligations:
The Workplace Well-Being Act requires you to have a structured onboarding and mentoring policy and to properly inform every employee about the terms of employment, the organizational structure, and the specific risks in the workplace.
As soon as you have one employee (or intern), you are legally required to obtain workers’ compensation insurance .
’s liability insurance is not required by law, but we strongly recommend that you obtain it. If your employee unintentionally causes damage to third parties or their property (e.g., a customer or supplier) while on the job, you, as the employer, are civilly liable for that damage. Robust liability insurance covers this risk.
Help with Risk Management
As your insurance agent, we’re here to support you. Together, we’ll assess the risks associated with a growing business. We understand your company and can determine the best precautions (or insurance policies) for you, taking into account the actual situation on the job site. Always with the continuity of your business in mind.
We listen to your company’s growth plans and work with you to determine the best approach for sustainable growth.
