{"id":9860,"date":"2026-06-05T08:23:05","date_gmt":"2026-06-05T08:23:05","guid":{"rendered":"https:\/\/consilium-julia.de\/?p=9860"},"modified":"2026-06-17T10:25:14","modified_gmt":"2026-06-17T10:25:14","slug":"%f0%9f%8e%af-onboarding-neu-denken-wir-integrieren-prozesse-aber-wir-muessen-menschen-aufnehmen","status":"publish","type":"post","link":"https:\/\/consilium-julia.de\/en\/%f0%9f%8e%af-onboarding-neu-denken-wir-integrieren-prozesse-aber-wir-muessen-menschen-aufnehmen\/","title":{"rendered":"Rethinking onboarding: We integrate processes \u2014 but we must welcome people."},"content":{"rendered":"

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A few weeks ago, I took a deep dive into a question that has been on my mind for a long time:<\/p>\n\n\n\n

Why does onboarding so often fail \u2014 even though organizations invest so much in it?<\/p>\n\n\n\n

My answer: Because we are focusing on the wrong thing.<\/p>\n\n\n\n

Welcome packages, e-learning platforms, induction plans \u2014 all of these are important. But they do not go far enough. What people truly need in the first days and weeks is not information. It is belonging<\/strong>.<\/p>\n\n\n\n

In my scientific contribution (2025), I developed the concept of Menschentakt<\/strong> \u2014 an integrative model that understands onboarding for what it is at its core: a social and ethical task of integration<\/strong>.<\/p>\n\n\n\n

The model is built on five core dimensions:<\/p>\n\n\n\n

Attention<\/strong> \u2013 Seeing people as individuals, not as role holders<\/p>\n\n\n\n

Interest<\/strong> \u2013 Genuine curiosity instead of categorization<\/p>\n\n\n\n

Reliability<\/strong> \u2013 Aligning words and actions<\/p>\n\n\n\n

Resonance<\/strong> \u2013 Hearing voices and allowing contributions to have an impact<\/p>\n\n\n\n

Belonging<\/strong> \u2013 The experience: I have truly arrived.<\/p>\n\n\n\n

The model is theoretically supported, among others, by Luhmann, Edmondson (Psychological Safety), Rosa (Resonance), Baumeister & Leary (Belonging), and Tomasello (Cooperation).<\/p>\n\n\n\n

The key question is not: \u201cHow quickly does someone become productive?\u201d<\/em> The key question is: \u201cHow quickly does a sense of belonging emerge?\u201d<\/em><\/p>\n\n\n\n

Because without belonging, there can be no sustainable productivity.<\/p>\n\n\n\n

Ich freue mich \u00fcber eure Gedanken: Welche Erfahrungen habt ihr mit Onboarding gemacht \u2013 auf welcher Seite auch immer?<\/strong> \ud83d\udc47<\/p>","protected":false},"excerpt":{"rendered":"

Vor einigen Wochen habe ich mich intensiv mit einer Frage besch\u00e4ftigt, die mich schon lange bewegt: Warum scheitert Onboarding so oft \u2013 obwohl Organisationen so viel darin investieren? Meine Antwort: Weil wir den falschen Fokus setzen. Willkommenspakete, E-Learning-Plattformen, Einarbeitungspl\u00e4ne \u2013 all das ist wichtig. Aber es greift zu kurz. Was 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