Many tasks can go to the bottom of the priority list when team members are juggling multiple responsibilities at once. One of these tasks is the onboarding and integration of new team members; yet, failing to effectively onboard new team members can lead to more issues in the future.
When a new team member arrives, the team has an excellent opportunity to reboot. We’ve developed a five-step onboarding strategy that you can implement with your team to boost employee retention and workplace satisfaction.
Create possibilities for interpersonal relationships.
You can begin the team meeting by requesting that everyone share a fact about themselves that goes beyond their work responsibilities. Among the questions you may pose is, “What do you enjoy doing during your free time?”
Research indicates that high-performing teams spent 25% more time discussing non-work-related issues and socializing with team members than low-performing teams did.
Team members can be a significant reason why employees enjoy coming to work every day and remain at a job for an extended period of time, so promoting and creating the space for these connections to occur will pay off in the long run.
Clarify the team’s objective
Clarifying the company’s mission, vision, and purpose enables new team members to understand what is expected of them and to begin planning their path to success. It instructs them on what was anticipated previously. You can provide light on frequent subjects including;
• Primary goals that guide the team.
• How the team contribute to the larger organization’s objectives.
• Why was the group formed.
Discuss each individual’s strengths and weaknesses (in an informational way)
For the team to be as successful and effective as possible, everyone must be aware of the full scope of each member’s ability. This is not to criticize a person’s inability to accomplish a certain work, but rather to determine who can help train others on specific duties or talents, or step in if a team member needs assistance.
Establish a team dynamic
As an extension of the company’s code of conduct, establishing a code of conduct for your team will assist team members in understanding one another’s objectives, fostering trust, and perhaps reducing team politics.
Ask the team to select three or four agreements regarding how the team will collaborate, often relating to communication, decision-making, and task management. Also state the required steps for the agreements.
If the team currently has these in place, be sure to explain them in detail to new team members and provide a refresher to existing team members.
Request each member’s requirements.
Allow each team member the opportunity to seek for or volunteer assistance with whatever they need assistance with at this time. This will help establish a precedent for requesting/offering assistance and enabling new team members to begin productively with the assistance of team members they need.
The idea of onboarding a new employee can be ignored once the new team member has reported and duties assigned to them.However,for you to start enjoying the benefits of this new member right away,it is key that you make them feel a part of the team by welcoming and getting them upto speed with the team’s activities.