One of the most important steps in Mey Diageo's onboarding process is the first day at work. This process, which starts with the delivery of a welcome video sent immediately after the candidate accepts the job offer, was explained by Mey Diageo HR Director Ülfet Baykent Uysal to HeadHunter. Do you remember your first day at work? It’s the moment when your first impressions about the organization you will work for are formed... Therefore, many companies pay special attention to first-day practices when shaping their employee experience processes. These first-day practices, which play a critical role in new employees' adaptation to the company, boosting their motivation, and demonstrating successful performance in the long term, are carefully planned in advance — from the moment the employee arrives at the office, to welcome meetings, orientation programs, and welcome packages. These practices are not only the beginning but also lay the foundation for a long-term relationship with the company. Starting from this issue, we will be featuring these first-day practices. The first guest company on our page is Mey Diageo. At this company, which prioritizes employee experience and works to improve it under the motto "Another Company Is Possible," the onboarding process begins as soon as candidates accept the job offer with a 'Welcome' video sent via the digital system.
BUDDY PROGRAM
Mey Diageo HR Director Ülfet Baykent Uysal states that thanks to this process, new colleagues have the chance to learn about the company and the culture even before their first day at Mey Diageo, with a detailed and continuously monitored onboarding program designed to integrate new employees into the company culture. An onboarding document is shared to inform them about situations they might encounter during their first days. On their first day, it is ensured that their computer, access card, and other necessary equipment are prepared in advance for a smooth start. In addition, HR Business Partners carry out a welcome reception and provide initial guidance regarding the orientation process. To further integrate new employees into the company culture, a detailed and continuously monitored onboarding program continues beyond the first day. During their first month, onboarding meetings held by HR Business Partners ensure that new hires gain comprehensive knowledge about the company and its culture. Moreover, every three months, an "Orientation Day" event is organized with the participation of the Leadership Team to support the adaptation of new employees. There is also a "Buddy" program designed to help new employees quickly adapt to corporate culture and daily life at Mey Diageo. Volunteer buddies personally guide new hires through company practices, potential challenges during the onboarding process, and key contacts they should connect with.
FAST AND EFFICIENT ADAPTATION
Additionally, new hires are assigned an online orientation training. Through the online training system called My Learning Hub, employees complete these trainings and gain comprehensive knowledge about the company processes and ways of working. Besides this, there are also function-based onboarding processes. Ülfet Baykent Uysal describes these processes as follows: "In the supply chain department, we have the 'Supply Academy,' and for the sales teams, a platform called 'Hello Walkers.' Through these platforms, our employees continue their orientation processes while learning technical knowledge related to their functions. With this comprehensive and multi-dimensional onboarding strategy, we support our employees in adapting quickly and efficiently to both the general company culture and their departments."
