Successful onboarding and mentoring at ZAG

How we optimally support new colleagues

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 provides insights into our approach and explains why mentoring plays a central role in this.

A structured start - from the first day to integration

"Our onboarding starts on the very first day with the seminar 'Your start at ZAG'", 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 programmewhich starts from the ninth week.

"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."

Customised support for every target group

Not every onboarding process looks the same - which is why the mentoring programme is divided into two levels:

• Manager to manager
• Employee:in to employee:in

"In this way, we ensure that everyone receives exactly the support that suits their role," emphasises Klingemann.

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."

How mentors are selected

Mentors are selected very carefully. Decisive factors include

• Professional experience at ZAG and in personnel services
• Economic success of the respective branch
• Personal and social skills
• Personnel strength of the location

"Mentors not only have to be strong in their field, but also enjoy passing on their knowledge," explains Klingemann.

Digital support - personal encounters remain central

Part of the mentoring takes place digitally: Initial familiarisation meetings and briefings take place via Microsoft Teams.
Nevertheless, personal dialogue remains an indispensable part of the process.

"Onboarding thrives on real encounters - AI or digital tools can support, but never replace human contact," says Klingemann.

Mentoring as the key to development and retention

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

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

Feedback and continuous improvement

In order to ensure the quality of the programme, regular Surveys carried out.
"We are constantly optimising our processes based on the feedback," reports Klingemann.

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

Conclusion: Onboarding with heart and structure

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.

"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.