At a time when companies are starting to hire new employees again, it's important to know how to properly integrate new members into the team.
Incorporating your new employee into the team is very important. It can improve employee retention while helping them adjust to the new company culture and feel more comfortable voicing concerns or sharing new ideas.
If you don't do a good job of integrating a new employee into the team, existing employees are more likely to be distracted by the new team member asking questions while trying to get their bearings. This can hinder inclusion and affect a good team culture for the worse.
A great onboarding process is essential to integrating new members into the team. If you've had trouble onboarding a new employee in the past or someone is about to join your team, consider trying some of the ideas below.
1.Prepare your current team
A new personality with new skills and opinions will change the dynamic of the rest of the team. You should communicate what the new person's role is, their experience and skills to get the team excited and ensure a warm welcome.
Make sure you give your team time to prepare, whether it's training, assigning roles, changing desks or adding in systems for remote working. A simple email or short meeting to inform your team of the new hire's arrival is essential.
2.Assign a colleague-guide
One of the easiest ways to ensure that a new person gets on board quickly is to prepare someone they can ask simple questions like where to store files or when is the best time to have lunch. A good way to do this is with a system of fellow 'guides'. These guides will provide guidance that goes beyond traditional training. It should be someone who knows the company culture.
The buddy system should encourage employees to share tips, tools, knowledge and techniques they have learned from previous work experiences with newcomers. Certainly do not assign new team members as a guide to a supervisor. It is best to pair them up with the same or similar positions. It's also important to include a formally documented process that lays out the responsibilities of the guides and the things they should address within the first few weeks or months of employment.
3.Equipment setup and procedures
First impressions are important. Make sure you have all the equipment your new team member needs for their job ready for them and that they are familiar with the company's policies and procedures from day one.
Depending on his or her role, this could be something as simple as organizing policy documents and a computer/laptop along with all the company logo items the company offers, such as a pen, notepad, mouse pad, etc.
Many companies today offer a complete welcome package that will make the new team member feel valued. Whatever your process, make sure you have everything ready and that the new person knows what's coming (if they're working remotely) or what to expect when they arrive at work on their first day.
4.Let new colleagues know who the parties involved are
An organizational chart is a great way to illustrate your company's formal hierarchy but it's equally important to spend time explaining the informal network and internal best practices. Who do you turn to if you need to, what's the easiest way to contact colleagues, who are the people who know what's going to happen before it happens, and are there potentially problematic employees your newcomer should know about? Little things like this can put a new employee at ease and make new interactions less stressful.
5.Keep them busy
The first and following weeks will be challenging for the new employee, so on-the-job training should be planned in advance. Formal induction training is great and streamlines the process for all new employees. If your company doesn't have an induction training program, make sure you have plenty of work, training documents, company information, and socialization opportunities for the new employee throughout their onboarding period.
Communicate frequently with new hires, especially if they are starting in a new position remotely from home. During the first week or two, it may also be a good idea to organise an informal activity to help them settle in and ask questions in a more relaxed way.
If you don't have ideas for activities that can be done with employees from home, you can use things like Zoom quizzes, Kahoot, bingo or online games. Whatever you choose, try to include an activity that encourages teamwork and avoids awkward silences.
The goal of good onboarding is to properly integrate the new team member into the company. He or she should feel comfortable in the company, know how the organization works and have a clear understanding of what is expected of him or her.
Onboarding processes will vary from person to person. For example, a person in a senior position will be treated differently than someone with no work experience. However, the results should be the same. Onboarding new employees can be costly and time-consuming, but if done correctly, it will save time and money in the long run.
Cpl is a global provider of talent solutions for all types of companies, from start-ups to multinationals across all industries. If you would like to discuss how we can help your business, please contact us to book a free consultation.