Turn a good hire
into a great start
New employees are different. Their onboarding should be too.
TT38 provides you with a better starting point for integrating the individual into their new role – and helping them create value sooner.
✓ Free · Easy · No obligation
THE PROBLEM
Same onboarding.
Different people.
Some need to understand the context before they begin. Others learn best by quickly gaining responsibility and having hands-on tasks.
When everyone receives roughly the same introduction, it can be perceived very differently. What provides one employee with calm and direction can feel slow or information-heavy for another.
It often takes longer before the new hire finds their place and creates value.
THE CONSEQUENCE
A slow start costs more
than a few quiet weeks
- The manager spends more time on support and follow-up
- The team must keep more of the workload running in the meantime
- The new employee spends unnecessary energy on finding their feet
- It takes longer before the hire creates value
Provide the start that fits best
TT38 gives employees and managers insight into the talents, motivations, and work preferences the person brings through the door.
This allows for tailored onboarding: How much context? How quickly should responsibility be assigned? What provides energy? And where might there be a need for extra support?
Not to create 17 different onboarding programmes. But to give different people the onboarding that best helps them get started.
It's not just our opinion.
A study by Harvard Business Review shows that up to 20% of new employees leave within the first 45 days. Meanwhile, studies on Time to Productivity (TtP) and Optimum Productivity Level (OPL) show it often takes 80 days to reach full productivity, with 30% lower productivity until then.
0 Per cent lower efficiency
0 Days to achieve full productivity
0 Per cent leave again
0 Days after hiring
A better start to the collaboration
TT38 provides the manager and employee with a shared starting point for discussing what is needed to get off to a good start.
When you know more from the very beginning about what motivates, energises, and requires support, onboarding can be based on both the job and the person.