When I started working for EUROSERUM in August 2014, the HR Director and my own director gave me my “onboarding passport” and their first words were: “Welcome to EUROSERUM, you are embarking on an onboarding program throughout our plants for a 3-month duration!”. I must admit I felt a bit disconcerted to learn I was not going to start my real job straight away; however, I eventually realized it might be a good opportunity to learn how things work in the field, meaning getting more familiar with the organization, the processes, the constraints and last but not least the people…
Such onboarding programs enable a new member of staff to better grasp the company’s environment, their co-workers, as well as identifying beforehand their work orientations and starting to understand context with a fresh perspective . The onboarding process facilitates getting acquainted with your staff but also enables them to know you. Professional relations become simpler and, consequently, make it easier and more spontaneous to call one another whenever needed.
EUROSERUM’s plants are the core of the company. Production is customer-oriented and it is not an easy undertaking! Thus it is essential to apprehend their constraints in order to, from central management, fulfil our supporting role to the plants. After spending these few months deep inside the production sites, each time I have to deal with a subject, I try and find out, upstream, what in-field impact it will have, something I couldn’t have done if I hadn’t gone through onboarding.
After my onboarding program, I had the feeling I was part of the EUROSERUM family, that I knew my colleagues and the way they worked. I have to admit that, throughout my career, it is the first time I have felt operational as soon as I started working for the company. Well done, EUROSERUM! Such onboarding initiative can only favour a winner/winner relationship between a new recruit and the company.