Wie lange sollte die Einarbeitung neuer Mitarbeiter dauern?

Das hängt von der Rolle ab. Wichtiger als eine feste Dauer ist ein Plan, der sagt, was nach einer, vier und zwölf Wochen sitzen soll. Dann siehst du, ob es zu lange dauert.

Was ist der Unterschied zum Einarbeitungsplan?

Der Einarbeitungsplan ist das Ergebnis. Diese Seite hilft herauszufinden, warum die Einarbeitung bei euch bremst. Eine Anleitung für den Plan selbst findest du im Anwendungsfall Einarbeitungsplan.

Brauche ich dafür eine Personalsoftware?

Für wenige Einstellungen im Jahr reichen Checkliste und Plan. Eine Personalsoftware lohnt sich, wenn Verträge, Fristen und Verwaltung den größten Aufwand machen.

Problem · Slow onboarding

The first day went well. The first six weeks don't.

New employees rarely fail for lack of skill. They wait for access, search for knowledge and keep asking the same colleague. Onboarding with fixed steps removes that waiting time.

Go through the checklist Understand the causes

Onboarding checklist

Nine points. How many do you check off?

Check off what already happened at your last hire. The open points are your plan for the next one.

Access and equipment are ready before day one.Without access, the new person spends the first week waiting.
There is a written plan for the first 30 days.A plan shows what should be in place by when and makes progress checkable.
A permanent point of contact is named, not just the manager.Questions get answered faster and spread across more than one person.
The role's most important processes are written down.What is only explained verbally gets explained differently every time.
The new person knows who is responsible for what in the company.An overview of roles and responsibilities saves many follow-up questions.
Role and tasks are described in writing.Whoever knows what they're there for sets their own priorities.
In the first week, there is a real, small task.A completed task shows early on where knowledge is still missing.
Fixed conversations after one, four, and twelve weeks are in the calendar.Problems get noticed while they are still small.
After onboarding, you ask what was missing and add it to the plan.That way every onboarding gets better than the last.

Your status

0 / 9

1Access and devices are ready before the first day.
2There is a written plan for the first 30 days.
3A fixed contact person is named, not just the manager.

Assumptions and limits

The checklist covers the process, not the expertise of a role. That needs its own learning plan.
Legal obligations such as safety briefings and data protection are not fully covered here.

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How you'll notice

The position is filled. The work, not yet.

The new colleague is still waiting for access on day three.
Every question goes to the same experienced person, whose own work falls behind.
After two months, nobody can say whether onboarding is finished.

Understand the causes

Why onboarding takes longer than necessary.

01
No plan, just good intentions
How you'll notice
Onboarding depends on who has time right now.
Why it happens
Nobody has set what the new person should be able to do by when.
What helps
Write a 30-day plan with three goals and the steps needed for them.
Limit
A plan is no substitute for conversations. It gives them direction.
02
Knowledge isn't written down
How you'll notice
New people learn by asking, and the same person always answers.
Why it happens
Processes and special cases live in the heads of the experienced.
What helps
Write down the ten most common questions from new people and answer them in one place.
Limit
What requires judgment is still best learned next to someone.
03
Access and materials arrive too late
How you'll notice
The first days are lost to waiting and setup.
Why it happens
Preparation only starts on the first working day.
What helps
Keep a list of all access by role and work through it a week before the start date.
Limit
Some access depends on outside parties. Plan a buffer for it.
04
Nobody checks progress
How you'll notice
Gaps only show up when something goes wrong.
Why it happens
There are no fixed times when you look together.
What helps
Schedule conversations at one, four, and twelve weeks.
Limit
Conversations only help if you also adjust the plan there.

Ways to solve it

What your onboarding needs, depends on how often you hire.

Ways to speed up onboarding, compared
Way	Enough if	Limit
Onboarding plan as a document and checklist	You hire only a few people per year.	Quickly becomes inaccurate without upkeep.
Mentor model	An experienced person has really set aside the time for it.	Ties up exactly the person whose work would otherwise be missing.
HR software with an onboarding module	You hire regularly, and contracts, deadlines, and administration take the most effort.	Covers the administration, rarely the role's expertise.
Peak One	Onboarding, roles, and the knowledge behind them should live in one place.	You write the content and plan yourselves; contracts and payroll are not part of it.

Peak One in action

From day one to the first task of your own.

TriggerWhat does our new colleague still need?
01 · PersonSignalEmployee Journeys shows who is being onboarded or offboarded right now and what's missing.
02 · RoleUnderstandingOrg Chart and Job Architecture show how the company is structured and which roles exist.
03 · CourseDecisionIn Academy you set the learning goal and structure the content; Learning Progress shows what has already sunk in.
04 · TaskActionThe tasks for the first week are in Work, with an owner and a date.

Result: The new person knows what they should be able to do by when, and you see what's still missing.

The views for it

Available in Peak One.

The apps for it

Knowledge that new people can find.

Three steps

The next onboarding starts before the first day.

01 / 03
Review the last hire
Fill in the checklist above for the last hire. The open items are the gaps.
02 / 03
Write a 30-day plan
Three goals for the first 30 days, with a contact person and the documents needed for them.
03 / 03
Prepare the first task
Have a real, small task ready for the first week that can be done in three days.

Frequently asked questions

Briefly answered.

How long should onboarding for new employees take?

That depends on the role. More important than a fixed duration is a plan that says what should be down after one, four, and twelve weeks. Then you can see whether it takes too long.

What is the difference from the onboarding plan?

The onboarding plan is the result. This page helps you find out why onboarding slows down at your company. For instructions on the plan itself, see the onboarding plan use case.

Do I need HR software for this?

For a few hires per year, a checklist and a plan are enough. HR software pays off when contracts, deadlines, and administration take the most effort.

Keep exploring

Welt Scale

✦ A Peak principle

Growth starts with what exists. Not at the next channel.

Exhaust first, then expand

Solve it once. The rest follows.

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The first day went well. The first six weeks don't.

Nine points. How many do you check off?

The position is filled. The work, not yet.

Why onboarding takes longer than necessary.

No plan, just good intentions

Knowledge isn't written down

Access and materials arrive too late

Nobody checks progress

What your onboarding needs, depends on how often you hire.

From day one to the first task of your own.

Available in Peak One.

Knowledge that new people can find.

The next onboarding starts before the first day.

Review the last hire

Write a 30-day plan

Prepare the first task

Briefly answered.

What's included.

Solve it once. The rest follows.