{"id":4241,"date":"2025-09-10T11:32:56","date_gmt":"2025-09-10T09:32:56","guid":{"rendered":"https:\/\/recover-zag.dev.lichtblick.io\/?p=4241"},"modified":"2025-09-10T11:32:58","modified_gmt":"2025-09-10T09:32:58","slug":"erfolgreiches-onboarding-und-mentoring-bei-zag","status":"publish","type":"post","link":"https:\/\/recover-zag.dev.lichtblick.io\/en\/blog\/personalwissen\/erfolgreiches-onboarding-und-mentoring-bei-zag\/","title":{"rendered":"Successful onboarding and mentoring at ZAG"},"content":{"rendered":"

How we optimally support new colleagues<\/strong><\/p>\n\n\n\n

Good onboarding is much more than just a short induction - it lays the foundation for long-term success in the company. At ZAG, we have developed a structured concept that supports new employees right from the start and makes it as easy as possible for them to get started. Managing Director Dorthe Klingemann<\/strong> provides insights into our approach and explains why mentoring plays a central role in this.<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

A structured start - from the first day to integration<\/h3>\n\n\n\n

\"Our onboarding starts on the very first day with the seminar 'Your start at ZAG'<\/em>\", explains Dorthe Klingemann.
In the first few weeks, new colleagues familiarise themselves step by step with the internal processes, structures and values.
One particular milestone is the Mentoring programme<\/strong>which starts from the ninth week.<\/p>\n\n\n\n

\"From week 11, our new team members even work temporarily in a different branch under a different manager. This gives them valuable insights and allows them to familiarise themselves with different ways of working.\"<\/p>\n\n\n\n

Customised support for every target group<\/h3>\n\n\n\n

Not every onboarding process looks the same - which is why the mentoring programme is divided into two levels:<\/p>\n\n\n\n

    \n
  • Manager to manager<\/strong><\/li>\n\n\n\n
  • Employee:in to employee:in<\/strong><\/li>\n<\/ul>\n\n\n\n

    \"In this way, we ensure that everyone receives exactly the support that suits their role,\" emphasises Klingemann.<\/p>\n\n\n\n

    In addition, the higher-level managers closely support the process. Each managing director is assigned to a branch, visits it regularly and works on site.
    \"This ensures proximity to the grassroots - knowledge is not only imparted, but also actively demonstrated.\"<\/p>\n\n\n\n

    How mentors are selected<\/h3>\n\n\n\n

    Mentors are selected very carefully. Decisive factors include<\/p>\n\n\n\n

      \n
    • Professional experience<\/strong> at ZAG and in personnel services<\/li>\n\n\n\n
    • Economic success<\/strong> of the respective branch<\/li>\n\n\n\n
    • Personal and social skills<\/strong><\/li>\n\n\n\n
    • Personnel strength<\/strong> of the location<\/li>\n<\/ul>\n\n\n\n

      \"Mentors not only have to be strong in their field, but also enjoy passing on their knowledge,\" explains Klingemann.<\/p>\n\n\n\n

      Digital support - personal encounters remain central<\/h3>\n\n\n\n

      Part of the mentoring takes place digitally: Initial familiarisation meetings and briefings take place via Microsoft Teams<\/strong>.
      Nevertheless, personal dialogue remains an indispensable part of the process.<\/p>\n\n\n\n

      \"Onboarding thrives on real encounters - AI or digital tools can support, but never replace human contact,\" says Klingemann.<\/p>\n\n\n\n

      Mentoring as the key to development and retention<\/h3>\n\n\n\n

      The programme is not only intended for new employees, but is also a Mandatory part for further development<\/strong>.
      \"Anyone who is taken on after their training or is preparing for a promotion also takes part,\" explains Klingemann.<\/p>\n\n\n\n

      One particular effect: long-term partnerships are formed - sometimes even across locations.
      \"This not only strengthens professional development, but also personal development.\"<\/p>\n\n\n\n

      Feedback and continuous improvement<\/h3>\n\n\n\n

      In order to ensure the quality of the programme, regular Surveys<\/strong> carried out.
      \"We are constantly optimising our processes based on the feedback,\" reports Klingemann.<\/p>\n\n\n\n

      Even if it once Shortages of mentors<\/strong> managers intervene and ensure that the process does not come to a standstill.
      \"This cohesion alone is a great success for our team.\"<\/p>\n\n\n\n

      Conclusion: Onboarding with heart and structure<\/h3>\n\n\n\n

      At ZAG, clearly structured onboarding and a well thought-out mentoring programme are more than just internal processes - they are part of our corporate culture.<\/p>\n\n\n\n

      \"Our aim is to give new colleagues a sense of security and orientation, while at the same time offering them the space for personal and professional development. This is how we lay the foundation for a strong, future-proof team,\" summarises Dorthe Klingemann.<\/p>\n\n\n\n

      <\/p>","protected":false},"excerpt":{"rendered":"

      A successful start is the key to long-term success. ZAG relies on structured onboarding and a strong mentoring programme that supports and encourages new colleagues right from the start. Managing Director Dorthe Klingemann provides exciting insights into the process.<\/p>","protected":false},"author":6,"featured_media":4242,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[11,10],"tags":[],"class_list":["post-4241","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-personalwissen","category-karrieretipps"],"acf":[],"_links":{"self":[{"href":"https:\/\/recover-zag.dev.lichtblick.io\/en\/wp-json\/wp\/v2\/posts\/4241","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/recover-zag.dev.lichtblick.io\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/recover-zag.dev.lichtblick.io\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/recover-zag.dev.lichtblick.io\/en\/wp-json\/wp\/v2\/users\/6"}],"replies":[{"embeddable":true,"href":"https:\/\/recover-zag.dev.lichtblick.io\/en\/wp-json\/wp\/v2\/comments?post=4241"}],"version-history":[{"count":2,"href":"https:\/\/recover-zag.dev.lichtblick.io\/en\/wp-json\/wp\/v2\/posts\/4241\/revisions"}],"predecessor-version":[{"id":4285,"href":"https:\/\/recover-zag.dev.lichtblick.io\/en\/wp-json\/wp\/v2\/posts\/4241\/revisions\/4285"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/recover-zag.dev.lichtblick.io\/en\/wp-json\/wp\/v2\/media\/4242"}],"wp:attachment":[{"href":"https:\/\/recover-zag.dev.lichtblick.io\/en\/wp-json\/wp\/v2\/media?parent=4241"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/recover-zag.dev.lichtblick.io\/en\/wp-json\/wp\/v2\/categories?post=4241"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/recover-zag.dev.lichtblick.io\/en\/wp-json\/wp\/v2\/tags?post=4241"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}