Five Steps to Welcome a New Team Member

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.


Dear Manager,Are Your Employees Actually Happy?

Do you, as a hiring manager, consider employee welfare and satisfaction to be important factors in determining the success of an organization? According to research, businesses with content employees earn 3% more than average. This is a result of increased production linked to motivated workers.

For instance, the hotel sector places a high priority on providing exceptional customer service, and profitability is only possible when the team is motivated to perform its tasks. Do you, as a manager, know if your employees are content?

In this blog post you will learn how to determine whether your staff are content .Ready? Keep reading.

Four indicators that your staff are unsatisfied:

  • Analysis of Work Habits

Employers must monitor employees’ work habits and be alert for any unforeseen performance changes, such as sharp declines in output or even abrupt increases in output. For instance, you can spot a rise or fall in productivity brought on by the implementation of particular rules within a business that may make employees pleased or unhappy.

  • Their attendance has changed.

Are your employees using up their sick days quickly? Or are they arriving or departing from work earlier? It is probably not a problem if employees take sick days seldom, but if they frequently use them, it may mean that they are looking for new employment. Additionally, workers who are about to leave the company can arrive at work much later than usual. Since many workers follow the same daily routine, any change should be apparent.

  • They Abandon Appropriate Communication

Employees who aren’t engaged in their work are more inclined to cut back on communication. Employees who don’t swiftly follow up with clients or coworkers may not be happy. Improve communication by scheduling regular one-on-one meetings with staff members and regular team meetings in order to address this issue and raise employee satisfaction. Employees who have performed exceptionally well can also receive accolades.

They always leave the office earlier than expected

Regularly working less than an eight-hour shift may indicate indicators of exhaustion or general discontent in the employee. Many people view their professions as careers, and they take pleasure in working until the mandatory 5 p.m. end time. Monitor your employees’ productivity if they frequently leave early. When output starts to decline, it’s time to meet with them.

How to increase employee happiness at work
  • Create a welcoming work environment

The workplace has a significant impact on employee happiness. Make sure your staff operates in a civilized, welcoming, and compassionate environment. Your operational policies are also part of this.

  • Employee Recognition

Did you know that the most common reason people leave their employment is because they feel underappreciated? It is real!

So what can you do to guarantee that your team regularly receives praise for its efforts?

Additionally, you might establish a monthly or yearly honor for the team member who best represents your fundamental principles. To convey the meaning behind the award, brand it with something motivating. As a result, morale is raised and production is increased.

  • Offer Valuable Rewards

Think twice before assuming that increasing salaries will make your workplace happier. Benefits that enhance quality of life, like health and welfare programs, show that your business is concerned about its employees.

According to research, businesses that offer valuable perks have lower employee turnover rates. This is correlated with employee pleasure.

  • Lunch Period

A healthy lunch break is crucial for the wellbeing of workers. It makes sense that happy workers take regular lunch breaks. Your lunch break is quite important since it allows you to take a proper break from work as well as eat and recharge.

  • Create enjoyable events that encourage employee interaction.

Going to work is more enjoyable when there are fun events going on. Your staff will have the opportunity to get to know their coworkers better and will feel like they are all “in this thing together” as a result. You may start having social gatherings like half-day Fridays. For instance, every now and then, Chess Fridays are held at Gap Recruitment Services Limited, where team members from various departments can play against one another in the afternoon.

The truth is that,your firm will be more successful the happier your people are. In order to ensure employee pleasure, invest in it!

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We, humans, are creatures of habit. We are all comfortable in familiarity – to see, to hear, to feel, to do. It is like walking on a known path – a path whose twists and turns and ups and downs we know and are familiar with. We like them because we know what to expect and how to deal with it. It is ‘normal’…

Change inside an organization may be the result of product development, the merger of divisions, or the implementation of new regulatory and statutory laws. As an organization expands, employees tend to become accustomed to the individuals they deal with on a daily basis or the activities they perform; as a result, resistance should be anticipated if there are changes to their daily method of operating, as this forces them out of their comfort zone.

During the covid pandemic, the majority of companies, for instance, ordered employees to report to work while wearing a mask. This was not the case previously, but it was now the standard. To comply with safety regulations, businesses had to modify their work spaces. As anticipated, only those businesses that could quickly adjust to these changes remained successful.

Therefore, change can occur regardless of whether it is anticipated, welcomed, or rejected. You, as the employer, must convey these changes to your employees and assist them in embracing them, rather than imposing them.

You are aware, as a business, that change may be a vision of upper management that requires staff implementation. In this instance, employees could undermine the change implementation process if they believe the proper channels were not followed. Therefore, a collaborative approach is required for the success of this process.

This blog post will highlight four things that your organization might begin doing/improve in order to excite staff and facilitate the implementation of change.

1.Providing employees with the appropriate resources.

While you need your employees to embrace change, you should be prepared to provide them with the resources they need to make the transition as smooth as possible. For instance, suppose you are releasing a new software or system as an upgrade. You must reconsider if you have offered adequate training to your employees to enable them to understand the new system and whether the devices in use are compatible with the software. Do they require new PCs that are compatible with the new system?

2.Communicating anticipated changes to personnel in advance

Through communication, employees will be made aware of the significance of change, the implementation dates, and the reporting of feedback. Once they have the necessary knowledge, they will feel confident initiating change. As staff dislike working in the dark, a calendar detailing deadlines for the implementation of the change would be a motivator.

Employees are more willing to assist you in implementing changes if they are well-informed and their concerns have been addressed.

3.Using Rewards to Motivate Employees to Embrace Change

Knowing “what’s in it for me” is of paramount importance to employees.

A worker might contribute to the implementation of a reform that would ultimately result in their unemployment. If an employee is aware that there will be a reward for implementing a given change inside the organization, they are more inclined to support it.

Rewarding employees is effective, but it must be executed with prudence.

4.Inclusion of Junior and Middle level leaders

Employees have confidence in the leaders they deal with on a daily basis, the majority of whom are junior and middle level leaders. Through these leaders, people are more willing to discuss the process’s challenges. As much as the top leadership of your organization will make the majority of the change plans and be in favor of the change, it is essential to involve the leaders farther down the chain of command.They can provide  feedback which can help you to take the necessary steps to ensure the success of the procedure. Your organization’s executive leadership will always be in favor of change. Therefore, it is essential to include other subordinate leaders in the change plan.

Whenever your firm encounters a new shift, it will undoubtedly discover new opportunities and how succesful this turns out out to be will be largely influenced by your team.

Therefore, it is essential to ensure that your staff are well-informed and receive the appropriate support during the transition, and it is even better if they understand how they will benefit from the new changes.

We hope you discovered one or two takeaways that will help you implement and realize change in your organization more effectively.

After all, a Diamond is a piece of Charcoal that handled the stress of change exceptionally well. Need a step-by-step guide for your team to facilitate the implementation of changes? Talk to us

See you in the next one!



Kenya(Nairobi) has been  identified as one of  the Top business hubs in Africa according to a report by Business inside Africa with a total index score of  24.01.Due to this,there has been a rise in the number of Small and medium-sized enterprises (SMEs) in search of Top talented candidates to join their team.Good news!More opportunities to reduce the un-employed numbers.Right?…..We totally agree.But,is your organisation safe?

How do you keep your employees happy and reduce turnover as new businesses “entice and hunt” for special talents in your organisation? Here are four suggestions on how you can create room for them to grow internally:

  1. Offer training programs

Are you presenting your employees with the opportunity to up-level their skills? When you invest in your employees, they feel valued and remain loyal to your company because you helped them develop and strengthen their talents and abilities.


Consider creating an internal professional development program(s) to improve the specific skills of your team.You can also invest in your employees’ future by catering for Certification expenses  like catering for a team Linkedin premium subscription to allow them access Linkedin learning material  and certification(s).

  1. Establish employee engagement strategies.

Including ALL of your  employees at all levels  not just those at managerial or executive positions results in a feeling of belonging.Members are more likely to remain with a company that puts them into consideration.You can introduce this to your company by treating entry-level employees with the same care as those at higher levels, which results in low turnover for the company.

  1. Emphasize collaboration as of your company’s culture

Team work makes the dream work.Consider opening collaboration doors that encourage team members to explore their commonalities such as planning for company team-building retreats.Employees feel more connected and therefore, are more enthusiastic about collaborating on projects together.This will lead to an  increased tendency to support one another in accomplishing team projects as well as encouraging one another in the achievement of personal, professional, and  company goals.

  1. Open the door to discussion about career paths and goals

Ask your employees what their goals are. A clear sense of direction helps them stay focused and helps you guide them in the right direction. If you know what they’re seeking you can support their efforts by recognizing and staying open to opportunities that may help them along the way.

If your company is one that has experienced high turnover rates, you can shift the trend by helping your employees to grow internally. Consider the four recommendations above and see what a difference they can make in your employees’ loyalty in the long run.

Alternatively,you can Talk to us today and our Industry leading HR experts will support your Existing HR department in identifying issues causing the high turn-over rate and work to ensure a resolving plan is put into effect .




HIRING BETTER? Try The Applicant Tracking System. 

Your business is reopening after shutting down in the pandemic. Good news! Your boss wants to hire a new work force in addition to the existing one. Good news too. 

The major challenge you are facing is that you have less staff members in the recruiting team. This is making you to experience difficulties in managing the recruitment workflow. You know the success of the recruitment process is not guaranteed and this in turn is frustrating to you. 

Could this then, be the right time to advise your company to invest in an applicant tracking system? Applicant tracking system are tools used in gathering and organizing candidates’ information hence helping recruiters to focus only on the profiles that best match the job requirements. 

So, why is ATS an important tool to you as a hiring manager? 

It Will Save You Time 

ATS will save you a lot of manual work. CV’s submitted will automatically be imported into your software. The artificial intelligence in these softwares also shows you percentage of qualification a candidate has hence helping you spend more time productively on only qualified candidates.

Once integrated, the ATS will also help you to automatically post your job postings to different job boards you may be working with. 

It Will Make You More Organized 

Keeping an eye on a team of more than 5 is not an easy thing. The ATS helps to delegate tasks and prevents micro management. 

Team members in your hiring team will be able to view and track incoming applications by themselves. This accessibility by team members will ensure no particular member is overwhelmed, no hurrying up the process and hence increasing the chances of keeping data organized. 

The ATS will also help you create a standard in your recruitment process. As it standardizes candidate data in different categories like skills, locations and educational qualifications; it keeps the same data for all candidates. 

It Will Lead To Increased Collaboration 

Through the ATS also, you will be able to carry out different stages of your recruitment cycle in one place. 

 While you can post to several job boards, you can also facilitate communication with candidates from the same platform. The ATS has features that allow your team to share feedback among itself hence promoting collaborative hiring.  

This therefore means that there will be proper decision-making process among individuals as a result of team work. 

It Will Help You Match Right Candidates To Jobs 

The ATS will help you identify candidates in accordance to the job descriptions given.

By matching quality keywords in respect to the industry and positions advertised, unqualified candidates will be screened out leaving you with the near qualified ones. Matching the job with the right candidate is the job. If done well, then it will positively impact your employee retention rate. 

You Will Become Strategic to Your Company 

While candidates come for job interviews, they have feelings and how you treat them could ruin or grow your brand.  

Through job posts, application forms, career pages, email communications a lot goes on in this journey and at the same time the journey is viewed by many stakeholders. These people could be your bosses, fellow managers, workmates and even your own team. Successfully managing these people will put you in a strategic position in the company.  

Having a modern recruitment process that is engaging clearly has value to both your company and the candidates. This has a direct repute to the company and your career.  

ATS, as seen in the above points will help you perform better in your selection process. It will help you manage, organize your team and deliver overall improved hiring results. At Gap Recruitment services we consider ourselves an extension of your hiring department.We incorporate the use of the most advanced ATS system to ensure the best Talented candidates join your team. Therefore, we would like to be part of your business growth through end-to-end recruitment, training and general HR consultancy.Together,we can achieve more ! Write to us on inquiry@gaprecruitment.co.ke or call us on +254 (0) 784 155 512. Goodluck!