{"id":694,"date":"2020-12-03T07:59:57","date_gmt":"2020-12-03T07:59:57","guid":{"rendered":"https:\/\/stebocopy.be\/upgrade\/?page_id=694"},"modified":"2024-02-02T11:17:09","modified_gmt":"2024-02-02T11:17:09","slug":"tips-werkever-onthaal-en-inwerken","status":"publish","type":"page","link":"https:\/\/upgrade2work.be\/en\/tips-werkever-onthaal-en-inwerken\/","title":{"rendered":"Tips-werkever-onthaal en inwerken"},"content":{"rendered":"<h2>\n\t\tWellbeing and integration in the workplace\n\t<\/h2>\n\t\t\t<a href=\"#\" id=\"fl-accordion--label-0\" tabindex=\"0\" aria-controls=\"fl-accordion--panel-0\">Implement a welcoming procedure with an eye for language and culture.<\/a>\n\t\t<p>Use this <a href=\"http:\/\/www.diversityremix.be\/uploads\/files\/2_1_%20De%20onthaalprocedure%20en%20de%20onthaalchecklist.pdf\" target=\"_blank\" rel=\"noopener\">checklist<\/a>. Have a mentor go over a\u00a0<a href=\"http:\/\/www.diversityremix.be\/uploads\/files\/2_3_%20Een%20onthaalbrochure%20opstellen.pdf\" target=\"_blank\" rel=\"noopener\">welcome brochure.<\/a>\u00a0met info over uw bedrijf (organogram, missie, visie, &#8230;) en praktische info (werktijden, huisregels, verlofregeling, organogram, &#8230;) rustig overlopen met de nieuwe werknemer. Een voorbeeld vindt u <a href=\"http:\/\/www.klaretaalrendeert.be\/files\/ktr_ophetwerk\/Onthaalbrochure_deel1_Poets.pdf\" target=\"_blank\" rel=\"noopener\">here<\/a>. This <a href=\"https:\/\/cdn.nimbu.io\/s\/596mlap\/channelentries\/fnim4nh\/files\/peter_meterschap_Checklist%20voor%20peters%20en%20meters.pdf?exnbwlx\" target=\"_blank\" rel=\"noopener\">checklist<\/a> contains an overview of the information the employee should receive. Monitor the start of the new employee with this <a href=\"https:\/\/cdn.nimbu.io\/s\/596mlap\/channelentries\/k5wbfnk\/files\/Onthaalchecklist.pdf?7c4j890\" target=\"_blank\" rel=\"noopener\">welcome checklist<\/a>.<\/p>\n\t\t\t<a href=\"#\" id=\"fl-accordion--label-1\" tabindex=\"0\" aria-controls=\"fl-accordion--panel-1\">Ensure a diverse composition of your team.<\/a>\n\t\t<p>Bring people with different (cultural) backgrounds together. This stimulates the learning of practical\/technical Dutch and the integration of a new employee both in the team and on the work floor.<\/p>\n\t\t\t<a href=\"#\" id=\"fl-accordion--label-2\" tabindex=\"0\" aria-controls=\"fl-accordion--panel-2\">Announce the start-up of a new employee.<\/a>\n\t\t<p>Dit kan tijdens een overlegmoment, via mail, intranet, een nieuwsbrief of vraag of de nieuwe werknemer zichzelf wil voorstellen via \u00e9\u00e9n van deze kanalen. Laat hem vertellen over zijn competenties, hobby&#8217;s, interesses, &#8230;<\/p>\n\t\t\t<a href=\"#\" id=\"fl-accordion--label-3\" tabindex=\"0\" aria-controls=\"fl-accordion--panel-3\">Familiarize the new employee with your company.<\/a>\n\t\t<p>Focus niet alleen op het inwerken in de job maar introduceer de werknemer bij collega&#8217;s en interne diensten tijdens een rondleiding. Informeer hem over de bedrijfscultuur en geef hem tijd om te wennen aan de nieuwe werksituatie. Een warm onthaal stopt niet na \u00e9\u00e9n dag of week. Het is een leer- en integratieproces. Bevraag ook uw team over hoe de nieuwe werknemer wordt opgenomen. Doe aanpassingen aan uw bedrijfscultuur wanneer u merkt dat niet iedereen zich thuis voelt in uw organisatie.<\/p>\n\t\t\t<a href=\"#\" id=\"fl-accordion--label-4\" tabindex=\"0\" aria-controls=\"fl-accordion--panel-4\">Discuss habits and expectations in terms of behavior and attitude. <\/a>\n\t\t<p>What is obvious to us in terms of work (ethos), may not be for someone from a migrant background. Culture often comes into play. Some examples:<\/p>\n<ul>\n<li>Is it appropriate to look at a supervisor during an interview or not?<\/li>\n<li>Are people expected to wait for their tasks or should they on the contrary take the initiative and think about what can be done more efficiently and organize their own tasks?<\/li>\n<li>Is it a weakness to make mistakes and are you hiding them in order to uphold your status or are you learning and growing by making mistakes and admitting them?<\/li>\n<\/ul>\n<p>Beschrijf welk gedrag past bij uw bedrijfscultuur en &#8211; communicatie. Benoem onverwacht gedrag en ga hierover in gesprek. Nodig de werknemer uit om hetzelfde te doen. Met wederzijds begrip en dialoog voorkomt u misverstanden en overbrugt u cultuurverschillen.<\/p>\n\t\t\t<a href=\"#\" id=\"fl-accordion--label-5\" tabindex=\"0\" aria-controls=\"fl-accordion--panel-5\">Take taboos into account.<\/a>\n\t\t<p>In iedere cultuur heersen er taboes. In Belgi\u00eb wordt bijvoorbeeld niet openlijk over loon gesproken, in bepaalde andere culturen niet over vrouwen. Spreek het &#8211; zonder oordelen &#8211; uit als een werknemer met migratieachtergrond een onderwerp aanbrengt dat niet gepast is. Nodig hem vanaf het begin ook uit om hetzelfde te doen.<\/p>\n\t\t\t<a href=\"#\" id=\"fl-accordion--label-6\" tabindex=\"0\" aria-controls=\"fl-accordion--panel-6\">Be aware that self-reflection is a Western attitude. <\/a>\n\t\t<p>Mensen met een migratieachtergrond zijn Westerse evaluatiegesprekken niet gewoon. Daardoor kunnen ze als &#8216;oppervlakkig&#8217; of &#8216;ondoordacht&#8217; overkomen. Ondersteun hen door uw vraagstelling zo concreet mogelijk te maken. Bijvoorbeeld: &#8220;Kijk eens naar jouw taken. Welke taken kan jij nog sneller\/beter\/effici\u00ebnter doen? Wat heb je daarvoor nodig?&#8221; Geef hen tijd om hier vooraf over na te denken. Herhaal regelmatig en vraag door, zodat zelfreflectie gestimuleerd wordt.<\/p>\n\t\t\t<a href=\"#\" id=\"fl-accordion--label-7\" tabindex=\"0\" aria-controls=\"fl-accordion--panel-7\">Be aware of the fact that a conversation with a supervisor is not obvious for everyone. <\/a>\n\t\t<p>Even in an open corporate culture, a conversation with a supervisor may not be obvious. Inquire what company cultures are usually like in the country of origin, and how employees there are supposed to deal with management and supervisors.<\/p>\n\t\t\t<a href=\"#\" id=\"fl-accordion--label-8\" tabindex=\"0\" aria-controls=\"fl-accordion--panel-8\">For non-work related questions refer to the appropriate organizations.<\/a>\n\t\t<p>Mensen met migratieachtergrond komen vaak niet uit een dienstverleningscultuur en stappen met allerlei vragen naar de leidinggevende. Bijvoorbeeld over ziekenfondsen, juridische regelingen, huisvesting, vervoer, rijbewijs, kinderopvang, &#8230; . Verwijs door of schakel een <a href=\"http:\/\/jobentaalcoaching.be\/jobcoaching-op-de-werkvloer\" target=\"_blank\" rel=\"noopener\">job and language coach<\/a> on the workfloor. In this way you save time, take away the employee's worries and prevent absenteism.<\/p>\n\t\t\t<a href=\"#\" id=\"fl-accordion--label-9\" tabindex=\"0\" aria-controls=\"fl-accordion--panel-9\">Recognize signs of stress.<\/a>\n\t\t<p>Is your employee not feeling well, despite your efforts to integrate him into the job and into the team? This may be a signal that he is experiencing stress or that the impact of a trauma is hindering his general functioning. Talk about it and\/or refer him to professional help. You can turn to <a href=\"http:\/\/www.solentra.be\/\" target=\"_blank\" rel=\"noopener\">Solentra<\/a> for guidance or specific questions for a psychologist.<\/p>\n\t\t\t<a href=\"#\" id=\"fl-accordion--label-10\" tabindex=\"0\" aria-controls=\"fl-accordion--panel-10\">Address tensions and questions concerning diversity in the workplace. <\/a>\n\t\t<p>Do this by applying the eight keys from the <a href=\"https:\/\/www.diversiteitspraktijk.be\/artikels\/hoe-ga-ik-om-met-vragen-of-spanningen-op-de-werkvloer\" target=\"_blank\" rel=\"noopener\">diversity compass<\/a> and by facilitating a <a href=\"https:\/\/www.diversiteitspraktijk.be\/artikels\/hoe-ondersteun-ik-mijn-medewerkers-en-vrijwilligers-in-het-omgaan-met-diversiteit\" target=\"_blank\" rel=\"noopener\">good work environment<\/a> Need a team process? Check out the offerings of the <a href=\"https:\/\/www.diversiteitsacademie.be\/\" target=\"_blank\" rel=\"noopener\">diversity academy<\/a> or the <a href=\"https:\/\/www.integratie-inburgering.be\/divers-personeelsbeleid\" target=\"_blank\" rel=\"noopener\">Agentschap Integratie en Inburgering<\/a>. More tips on culture-specific and personal questions, and on dealing with resistance, can be found <a href=\"https:\/\/www.vreemdevragen.be\/cultuur\/\" target=\"_blank\" rel=\"noopener\">here<\/a>.<\/p>\n<p><a href=\"https:\/\/cdn.nimbu.io\/s\/596mlap\/assets\/ik%20discrimineer%20niet.pdf\" target=\"_blank\" rel=\"noopener\">Check here<\/a>\u00a0hoe u discriminatie kan herkennen. Laat een mentor\/peter\/meter een beschermende rol opnemen, als buffer tegen discriminatie en om de collega&#8217;s te helpen sensibiliseren.\u00a0<\/p>\n\t<h3>\n\t\t\t\tLanguage\n\t\t\t<\/h3>\n\t\t\t<a href=\"#\" id=\"fl-accordion--label-0\" tabindex=\"0\" aria-controls=\"fl-accordion--panel-0\">Make sure your welcome brochure is both simple and clear.<\/a>\n\t\t<p>Review your <a href=\"http:\/\/www.diversityremix.be\/uploads\/files\/2_3_%20Een%20onthaalbrochure%20opstellen.pdf\" target=\"_blank\" rel=\"noopener\">welcome brochure.<\/a> for straightforward language and rewrite where necessary using simple sentences, illustrate text with images, or refer to company videos that explain what is expected or how procedures are structured.<\/p>\n\t\t\t<a href=\"#\" id=\"fl-accordion--label-1\" tabindex=\"0\" aria-controls=\"fl-accordion--panel-1\">Avoid miscommunication from the very beginning.<\/a>\n\t\t<p>Have a\u00a0<a href=\"http:\/\/jobentaalcoaching.be\/jobcoaching-op-de-werkvloer\" target=\"_blank\" rel=\"noopener\">job and language coach<\/a> participate in a welcome day and provide him with the work instructions and procedures. During a conversation with the employee he can examine whether all information is sufficiently clear. If necessary, your management will receive tips on how information can be made more accessible or can be presented in more visual terms.<\/p>\n<p>&nbsp;<\/p>\n\t\t\t<a href=\"#\" id=\"fl-accordion--label-2\" tabindex=\"0\" aria-controls=\"fl-accordion--panel-2\">Enhance your staff's ability to communicate with the new employee. <\/a>\n\t\t<p>In the <a href=\"https:\/\/www.integratie-inburgering.be\/communicatiewaaier\" target=\"_blank\" rel=\"noopener\">communicatiewaaier<\/a> van het Agentschap Integratie en Inburgering vindt u praktische tools zoals vertaalapps, pictogrammenboekjes, &#8230; Het\u00a0<a href=\"https:\/\/www.integratie-inburgering.be\/sites\/default\/files\/atoms\/files\/20190510_AgII_beslismodel.pdf\" target=\"_blank\" rel=\"noopener\">beslismodel<\/a> helps your employees understand which language is most appropriate depending on the employee's level of Dutch. Offer tips on <a href=\"https:\/\/www.diversiteitspraktijk.be\/themas\/toegankelijk-communiceren\" target=\"_blank\" rel=\"noopener\">clear and efficient communication<\/a>, <a href=\"https:\/\/www.integratie-inburgering.be\/sites\/default\/files\/atoms\/files\/AgII_poster_communiceren_met_anderstaligen.pdf\" target=\"_blank\" rel=\"noopener\">language in the workplace<\/a> and clear\u00a0<a href=\"https:\/\/www.integratie-inburgering.be\/sites\/default\/files\/atoms\/files\/AgII_poster_communiceren_met_anderstaligen.pdf\" target=\"_blank\" rel=\"noopener\">oral<\/a>\u00a0and\u00a0<a href=\"https:\/\/www.integratie-inburgering.be\/sites\/default\/files\/atoms\/files\/AgII_poster_communiceren_met_anderstaligen.pdf\" target=\"_blank\" rel=\"noopener\">oral<\/a>\u00a0language use.<\/p>\n\t\t\t<a href=\"#\" id=\"fl-accordion--label-3\" tabindex=\"0\" aria-controls=\"fl-accordion--panel-3\">Encourage a new employee to speak Dutch.<\/a>\n\t\t<p>Create\u00a0<a href=\"https:\/\/www.diversiteitspraktijk.be\/artikels\/hoe-versterk-ik-het-nederlands-van-mijn-anderstalige-medewerkers\" target=\"_blank\" rel=\"noopener\">practice opportunities<\/a>\u00a0om het Nederlands in de praktijk te gebruiken. Bespreek dit met uw leiding en neem dit op in het groeiplan. Schakel ook de collega&#8217;s in en\u00a0<a href=\"https:\/\/www.diversiteitspraktijk.be\/artikels\/hoe-laat-ik-mijn-collega-nederlands-oefenen-op-het-werk\" target=\"_blank\" rel=\"noopener\">inform<\/a>\u00a0on how they can contribute. More tips on learning and practicing Dutch in and outside the workplace can be found\u00a0<a href=\"https:\/\/www.vreemdevragen.be\/taal\/\" target=\"_blank\" rel=\"noopener\">here<\/a>.<\/p>\n<p>Also consider for each situation whether speaking only Dutch on the workfloor is advisable. Sometimes using additional languages in the workplace can provide added value: <a href=\"https:\/\/www.diversiteitspraktijk.be\/artikels\/mag-mijn-collega-op-het-werk-zijn-moedertaal-spreken\" target=\"_blank\" rel=\"noopener\">a few tips<\/a>.<\/p>\n\t\t\t<a href=\"#\" id=\"fl-accordion--label-4\" tabindex=\"0\" aria-controls=\"fl-accordion--panel-4\">Moedig uw leiding en collega&#8217;s aan om algemeen en eenvoudig Nederlands te spreken. <\/a>\n\t\t<p>Dialects are difficult for any outsider to understand, foreign language speaker or not. Download\u00a0<a href=\"https:\/\/www.huisnederlandsbrussel.be\/publicaties\" target=\"_blank\" rel=\"noopener\">here<\/a>\u00a0gratis zakwoordenboeken om anderstalige medewerkers en hun collega&#8217;s te ondersteunen op de werkvloer, of check deze\u00a0<a href=\"https:\/\/www.huisnederlandsbrussel.be\/publicaties\" target=\"_blank\" rel=\"noopener\">language tips<\/a>\u00a0and a\u00a0<a href=\"https:\/\/www.huisnederlandsbrussel.be\/publicaties\" target=\"_blank\" rel=\"noopener\">here<\/a>\u00a0met tips voor op de werkvloer.<\/p>\n\t\t\t<a href=\"#\" id=\"fl-accordion--label-5\" tabindex=\"0\" aria-controls=\"fl-accordion--panel-5\">Encourage your management to use plain language and visual aids in work procedures and instructions.<\/a>\n\t\t<p>Here you will find\u00a0<a href=\"https:\/\/www.diversiteitspraktijk.be\/artikels\/hoe-schrijf-ik-in-heldere-taal\" target=\"_blank\" rel=\"noopener\">language tips<\/a>, a <a href=\"https:\/\/www.diversiteitspraktijk.be\/artikels\/hoe-schrijf-ik-in-heldere-taal\" target=\"_blank\" rel=\"noopener\">page<\/a> of suggestions and an <a href=\"https:\/\/www.diversiteitspraktijk.be\/artikels\/hoe-schrijf-ik-in-heldere-taal\" target=\"_blank\" rel=\"noopener\">inspiration list<\/a> of easy replacement words. Be sure to use visual aids to clarify text. Consider pictorial books and\/or translation apps, or a self-recorded video in which actions are explained as they are being shown. You can find inspiration and examples in this <a href=\"https:\/\/www.manutan.be\/blog\/nl-be\/veiligheid-en-hygiene-op-de-werkvloer\/48-veiligheidspictogrammen-en-betekenis-overzicht\/\">blog<\/a>, and the websites <a href=\"https:\/\/www.diversiteitspraktijk.be\/artikels\/hoe-ondersteun-ik-mijn-boodschap-met-beelden-en-pictogrammen\" target=\"_blank\" rel=\"noopener\">diversiteitspraktijk<\/a> and <a href=\"http:\/\/www.klaretaalrendeert.be\/op_het_werk\/beeldmateriaal2\" target=\"_blank\" rel=\"noopener\">klaretaal<\/a>. Need some assistance? A <a href=\"http:\/\/jobentaalcoaching.be\/jobcoaching-op-de-werkvloer\">language coach<\/a> or any of the following <a href=\"https:\/\/www.diversiteitspraktijk.be\/artikels\/waar-kan-ik-teksten-laten-herschrijven-in-heldere-taal\" target=\"_blank\" rel=\"noopener\">organizations<\/a> can be of assistance.<\/p>\n\t\t\t<a href=\"#\" id=\"fl-accordion--label-6\" tabindex=\"0\" aria-controls=\"fl-accordion--panel-6\">Focus on customer communication with language coaching.<\/a>\n\t\t<p>Are you worried that your customers expect perfect Dutch? Are you concerned that you will lose customers if employees do not master the Dutch language perfectly? An external\u00a0<a href=\"http:\/\/www.jobentaalcoaching.be\/\" target=\"_blank\" rel=\"noopener\">language coach<\/a>\u00a0can assist your new employee in the areas of language, integration and customer communication.<\/p>\n\t\t\t<a href=\"#\" id=\"fl-accordion--label-7\" tabindex=\"0\" aria-controls=\"fl-accordion--panel-7\">Does your employee want to further improve his knowledge of the Dutch language?<\/a>\n\t\t<p>Refer him to Agentschap Integratie &amp; Inburgering. Refer him to the Integration &amp; Inclusion Agency. Your employee will be provided with information about the courses that best match his capabilities and expectations. <a href=\"https:\/\/www.diversiteitspraktijk.be\/themas\/nederlands-leren\"target=\"_blank\" rel=\"noopener\">Here<\/a> you will find other possibilities to learn and practice Dutch. Discover <a href=\"https:\/\/werkgevers.vdab.be\/werkgevers\/anderstalig-talent-ondersteunen#taalcoaching\"target=\"_blank\" rel=\"noopener\">with VDAB tips<\/a> how you can support him in the workplace.<\/p>\n\t\t\t<a href=\"#\" id=\"fl-accordion--label-8\" tabindex=\"0\" aria-controls=\"fl-accordion--panel-8\">Are you interested in learning from practical experiences of other employers?<\/a>\n\t\t<p>Check out the brochure\u00a0<a href=\"https:\/\/www.vdab.be\/sites\/web\/files\/doc\/Maak-van-taal-werk.pdf\" target=\"_blank\" rel=\"noopener\">brochure\u00a0&#8216;Maak van taal werk&#8217;<\/a>.<\/p>\n\t<h3>\n\t\t\t\tSkills\n\t\t\t<\/h3>\n\t\t<p>\u00a0(survival skills + opleiding + competenties)<\/p>\t\n\t\t\t<a href=\"#\" id=\"fl-accordion--label-0\" tabindex=\"0\" aria-controls=\"fl-accordion--panel-0\">Focus on existing (survival) skills and attitudes.<\/a>\n\t\t<p>Take into consideration experiences and training from a different context, since there could be considerable advantages in this as well. Also assess the added value of these for your company and for the local markets!<\/p>\n<p>A migration process, for example, requires a lot of competencies. Focus on the learning capacity, motivation, and initiatives that the employee displayed while undertaking his journey to Belgium and since his arrival here.<\/p>\n<p>Therefore, hard and soft skills are often present in different contexts. They can also be refined or learned through a growth path. For example, through <a href=\"https:\/\/werkgevers.vdab.be\/werkgevers\/werkplekleren\">advantageous forms of employment<\/a> with training on your work floor.<\/p>\n\t\t\t<a href=\"#\" id=\"fl-accordion--label-1\" tabindex=\"0\" aria-controls=\"fl-accordion--panel-1\">Have faith in the new employee. <\/a>\n\t\t<p>Faith and trust in the new employee are prerequisites for successful employment. If the employee feels comfortable in your workplace, growth is often possible.<\/p>\n\t\t\t<a href=\"#\" id=\"fl-accordion--label-2\" tabindex=\"0\" aria-controls=\"fl-accordion--panel-2\">Appoint a team member to be a mentor\/ godfather\/ godmother. <\/a>\n\t\t<p>A mentor will ensure that the employee with a migrant background is accepted into your team. Choose someone with an open attitude to other cultures, who is good at networking and who will encourage to follow social and informal rules in your company. Also take into consideration who would be good at teaching the job and all associated tasks. Divide the role among several people if you do not find these different qualities in one person.<\/p>\n<p>It can be of value to choose a mentor with a different cultural background. For example, have someone with Moroccan roots act as a mentor for a new Flemish employee. A mentor can refine his skills through a <a href=\"https:\/\/www.vlaanderen.be\/mentorkorting\/mentorkorting-mentoropleidingen-voor-werknemers\" target=\"_blank\" rel=\"noopener\">mentor training<\/a>.<\/p>\n\t\t\t<a href=\"#\" id=\"fl-accordion--label-3\" tabindex=\"0\" aria-controls=\"fl-accordion--panel-3\">Discuss the training plan from the get go.<\/a>\n\t\t<p>Keep room for dialogue and determine together what actions and partial steps the new employee can take. Encourage him to give input, to be open and to ask questions. Does he support the goals selected? Does he believe in their feasibility? Is there anything else that can support him? What else does he need? Leave room for adjustments. Communicate your own findings and expectations in a clear and positive manner. Check whether you are on the same wavelength and make agreements for the future.<\/p>\n\t\t\t<a href=\"#\" id=\"fl-accordion--label-4\" tabindex=\"0\" aria-controls=\"fl-accordion--panel-4\">Communicate what you expect from your management and team.<\/a>\n\t\t<p>Involve them from the start and schedule a meeting to inform them about the new employee, his duties and how his growth trajectory will unfold. Also clarify the tasks and responsibilities of your management and team, for example in a <a href=\"https:\/\/mijnabb.be\/sites\/default\/files\/upload\/thema\/draaiboek_abb.pdf\" target=\"_blank\" rel=\"noopener\">welcome and integration scenario<\/a>. Dit kan gaan van de nieuwe collega wegwijs maken en helpen integreren, tot hem onthalen, opleiden, inwerken, corrigeren, &#8230; . Zo voorkomt u onduidelijkheden en cre\u00ebert u betrokkenheid. Zowel uw leiding, team als de nieuwe werknemer moeten openstaan voor een groeitraject.<\/p>\n\t\t\t<a href=\"#\" id=\"fl-accordion--label-5\" tabindex=\"0\" aria-controls=\"fl-accordion--panel-5\">Create employee-workplace dialogue. <\/a>\n\t\t<p>Samenwerken vraagt een aanpassing en social skills van zowel de nieuwe werknemer als zijn werkomgeving. Samenwerken en inwerken is een wederzijds proces van elkaars gewoontes, waarden, cultuur en communicatievormen leren kennen en afstemmen. Cre\u00eber dialoog tijdens informele momenten zodat collega&#8217;s elkaar leren kennen en begrip opbrengen voor elkaars anders zijn. Een mentor kan dit faciliteren en tegelijk ook de grenzen en regels van uw bedrijf in het gesprek brengen.<\/p>\n\t\t\t<a href=\"#\" id=\"fl-accordion--label-6\" tabindex=\"0\" aria-controls=\"fl-accordion--panel-6\">Coach the employee and assess his needs. <\/a>\n\t\t<p>Schedule regular short follow-up and feedback sessions and focus on what the employee is supposed to learn in the coming days\/week. For example, discuss weekly for about 10 minutes what is going well, what should be improved and what he needs to achieve this. Check how he feels and what his needs are. Adjust your training program accordingly. Explain that it is important to know what is (not) going well, in order to offer adequate training.<\/p>\n\t\t\t<a href=\"#\" id=\"fl-accordion--label-7\" tabindex=\"0\" aria-controls=\"fl-accordion--panel-7\">Provide appropriate training opportunities.<\/a>\n\t\t\n<p>Private sector employees are also entitled to attend certified training courses, during working hours. You, as the employer, can ask for a reimbursement for such training. More info can be found <a href=\"https:\/\/werk.belgie.be\/nl\/themas\/feestdagen-en-verloven\/betaald-educatief-verlof\" target=\"_blank\" rel=\"noopener\">here<\/a>.<\/p>\n<p>&nbsp;<\/p>\n\t\t\t<a href=\"#\" id=\"fl-accordion--label-8\" tabindex=\"0\" aria-controls=\"fl-accordion--panel-8\">Verify which language is most appropriate for your employee's training. <\/a>\n\t\t<p>Some sector funds offer training in different national languages, or in English. Do you think your employee is more comfortable speaking French or English? Have a discussion with him and the sector fund about which language is most suitable for his training.<\/p>\n<p>If the knowledge has to be particulary clear and detailed, choose the language your employee is most familiar with. If he has to expand his professional jargon, have him take a course of a topic he is part acquainted with, so he can focus more on professional terminology.<\/p>\n<p>&nbsp;<\/p>","protected":false},"excerpt":{"rendered":"<p>Welbevinden en integratie op de werkvloer Voorzie een onthaalprocedure met oog voor taal en cultuur. Gebruik hiervoor deze checklist. Laat een mentor\/peter\/meter een\u00a0onthaalbrochure\u00a0met info over uw bedrijf (organogram, missie, visie, &#8230;) en praktische info (werktijden, huisregels, verlofregeling, organogram, &#8230;) rustig overlopen met de nieuwe werknemer. Een voorbeeld vindt u hier. Deze checklist geeft een overzicht&hellip;<\/p>","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"tpl-no-header-footer.php","meta":{"footnotes":""},"class_list":["post-694","page","type-page","status-publish","hentry"],"_links":{"self":[{"href":"https:\/\/upgrade2work.be\/en\/wp-json\/wp\/v2\/pages\/694","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/upgrade2work.be\/en\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/upgrade2work.be\/en\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/upgrade2work.be\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/upgrade2work.be\/en\/wp-json\/wp\/v2\/comments?post=694"}],"version-history":[{"count":1,"href":"https:\/\/upgrade2work.be\/en\/wp-json\/wp\/v2\/pages\/694\/revisions"}],"predecessor-version":[{"id":1683,"href":"https:\/\/upgrade2work.be\/en\/wp-json\/wp\/v2\/pages\/694\/revisions\/1683"}],"wp:attachment":[{"href":"https:\/\/upgrade2work.be\/en\/wp-json\/wp\/v2\/media?parent=694"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}