Hiring new employees means your business is growing in both size and revenue. This is going to be a new transition in an already established team. There has to be a plan in place. A basic introduction with team members and granting access to online collaboration tools is not enough to make the new team member feel comfortable.
The manager of the team has already shared requirements with the HR department. The HR department has already tested the communication skills of the new employee. The manager has tested technical skills. However, the new team member still needs some sort of training for communication, collaboration and technical skills. The HR department has to address some legal aspects. New employees are also as excited as existing team members. While the new employee is sitting in the office chair trying to learn the process, online collaboration tools and other stuff, the HR department calls the new employee to sign some important documents. This is something you should avoid.
Both the HR department and the team should prepare for the new team member before, during and after onboarding. There should be no interruption when the new team member is trying to integrate. Here are some tips to ensure that a new team quickly integrates with the team and starts enjoying their company and work. Let’s welcome a new employee.
Don’t Keep Secrets
When the existing team members are already giving their 100% percent and still some of the tasks remain unassigned, the team manager tells the senior management that it is time to increase team size. It is also important to let the team members know that a new team member will join to share their responsibilities. The new member should not be left alone to make new friends. Tell team members about the hobbies and personalities of the new team member. Similarly, also tell the new member how the team works and enjoys in the office.
Introduce to Formal StakeholdersÂ
The new hire will report to someone. Maybe, some of the existing team members will report to the new employee. Give an organization chart to the new hire to provide an idea of the formal hierarchy. Your new team member should know about the critical stakeholders. Share a priority list so that the new employee knows who is more important. This should be followed by in-person introductions. Let the new team member spend some time with stakeholders.
Explain JargonÂ
Many companies have their own secret code or corporate language. The new team member has no idea of the corporate language and jargon. Not being aware of corporate language may leave the new hire clueless. Explain pesky acronyms, in-jokes and phrases. It is good to have a jargon dictionary the new team member can access via cloud-based intranet software.
Do Small StuffÂ
Sometimes even little things can be a source of frustration. A new team member always tries best to get involved and deliver the best possible performance. Let the new team member know how to use the photocopier. How to refill coffee maker? What are the best places near the office for lunch? Where is the restroom? A new employee needs to focus on the big stuff. Therefore, it is important to pay attention to the small stuff and help the new team member do the actual job.
Keep Things Fun        Â
60% of the companies value a workplace culture centered around having fun. A new team member needs to know about the culture of the company. Let the new team member know how people have fun in the team. How does the team enjoy inside and outside the office? This is important to cultivate winning relationships.
Share PoliciesÂ
A new team member needs to know about policies and procedures. After granting access to the company’s cloud-based intranet software, let the new employee know how to access leave and absence policies, break and time-off policies, company separation policies, and more.
