Use cases / Childcare organisation

Client case

Deepler Journeys · Onboarding and turnover

Preboarding: new employees engaged before their first working day

A childcare organisation noticed that new employees sometimes dropped out between signing their contract and their first working day, or started with a different picture than expected. With Deepler Journeys, preboarding now starts from the signature, with information and a short check-in at fixed moments.

Sector

Childcare

Target group

New employees

Solution

Deepler Journeys

Application

Preboarding

In brief

The question

How do you keep new colleagues engaged before day one?

The insight

Questions and doubts arise before the start.

The result

A better start, with questions answered in time.

The question: what happens between signature and first working day?

In childcare, the period between contract and start can be weeks long. During that time new employees heard little. Some dropped out before their first day, others started with questions about rosters, location and supervision that nobody had answered.

The approach: a preboarding journey from the signature

As soon as the contract is signed, a journey starts automatically. New employees receive practical information at fixed moments and a short question: is everything clear, and what else do you need? The location manager gets a notification if questions are still open.

Start at the signature

The journey begins automatically

Information at the right moment

Roster, location and buddy

Alert on open questions

Directly visible to the location manager

The insight: doubt arises before the start

The check-ins showed that questions were mainly about the roster and supervision in the first weeks. Those who got an early answer started with more confidence. The location manager could answer those questions before they turned into doubt.

The result: a better start, from the signature

New employees feel welcome sooner and start with the right information. Location managers know who still has questions, and can answer them before the first working day. Preboarding connects seamlessly to the check-ins during onboarding.
  • Questions answered before the first working day
  • An alert for the location manager when there is doubt
  • One continuous journey from contract to onboarding

Preboarding that works: three lessons

What this organisation learned about the period before the first working day:

Start at the signature

The weeks before the start already count.

Ask what someone needs

A short question says more than an information pack.

Make the manager the owner

An open question is a task, not a note.
See also how a technical services company achieves less turnover in the first year, or read more about Deepler Journeys.

Frequently asked questions

Frequently asked questions about preboarding

Preboarding is the period between signing the contract and the first working day. Good preboarding makes new employees feel welcome and well prepared when they start.

Preboarding comes before the first working day, onboarding starts on the first working day. Together they form the start of the employee journey.

Practical matters such as roster, location and the first working day, and who the buddy or mentor is. Also ask what the new colleague still needs.

Yes, in the Enterprise package. The journey can then start automatically when a new contract is added to your HR system.

Yes. You can let the journey continue with check-ins in the first week, after thirty days and after ninety days.

Read more

More use cases

Deepler Research

Client case

Education institution

Workload per team in view with a psychosocial risk assessment

Workload was a familiar theme, but nobody knew exactly where it pinched. A psychosocial risk assessment per team provided the basis for the risk assessment and clear agreements.

→ Workload per team substantiated in the risk assessment

Read the case →

Deepler Research

Client case

Business services firm

Customer satisfaction survey: the cause was inside

The customer satisfaction survey showed that customers were dissatisfied, but not why. By putting it next to the employee experience, the cause became visible.

→ Customer complaints traced to internal causes

Read the case →

Deepler Research

Client case

Healthcare organisation

Employee satisfaction survey: from report to team conversation

The employee satisfaction survey always ended in a thick report. Now every team discusses its own results and chooses the first actions itself.

→ From report to conversation per team

Read the case →

Deepler 360

Client case

Municipality

Leadership development you can track

The leadership programme had good training, but no view of what changed in practice. 360 feedback on a shared profile made growth visible.

→ Growth in leadership visible per round

Read the case →

Deepler 360

Client case

B2B service provider

Coaching sales teams with 360 feedback

Revenue and pipeline show what is happening, not how people sell. With Deepler 360, account managers receive feedback every quarter on a shared sales profile, and the sales manager bases the coaching conversation on facts.

→ Sales coaching on behaviour, not just on numbers

Read the case →

Deepler Journeys

Client case

Manufacturing organisation

A large group of new colleagues on board at once

A large group of new employees and little time. With Deepler Journeys, new colleagues settle in faster, while trainers can focus on the job itself.

→ Onboarding at scale, trainers relieved

Read the case →

Deepler Research

Client case

Business services firm

Generations in the workplace: one policy, different needs

Four generations, one HR policy. By filtering results per generation, the organisation saw where needs really differed and where they did not.

→ HR policy tailored to each generation

Read the case →

Deepler Culture

Client case

Software company

Psychological safety visible per team

The software company wanted teams to dare to share mistakes. A culture survey made visible how psychological safety was doing, per team.

→ Psychological safety open for discussion per team

Read the case →

Deepler Culture

Client case

Housing association

Making culture change measurable after a new strategy

The current culture next to the ambition from the new strategy. That way you see where behaviour needs to change, and measure whether the change really happens.

→ Progress of the culture change visible

Read the case →

Deepler Research

Client case

Recruitment agency

 · SME

An EVP study in two weeks

With the EVP module, the agency found out within two weeks what employees really value. The basis for the employer marketing plan.

→ From research to employer marketing plan in 2 weeks

Read the case →

Deepler Research

Client case

Logistics service provider

 · 1,000+ employees

Continuous feedback, directly in the hands of management and managers

Employees give feedback continuously. The outcomes are available centrally, so managers can get to work with them themselves.

→ Insight at every level, not just in HR

Read the case →

Deepler Research

Client case

Construction group

 · 10,000+ employees

Managers see their influence on how their team experiences work

Two teams, the same workplaces, a very different verdict. The difference was the manager.

→ A fixed example in leadership development

Read the case →

View all use cases

Do you recognise your situation?

In a demo we show you what a similar approach would look like for you. Start with one question, one team or one suite.

Request a demo