Congratulation! You made it and got the job. You passed all interviews and tests to finally sit behind a computer which purpose is not to search for a job anymore. You dreamed about your first day and probably had panic attacks the night before: will I arrive on time? Do I have all information necessary? Will I enjoy my job? You are all prepared and may unfortunately be the only one.
Your computer, oh dear, is not working properly. No one seems to know what to do with you? The team does not make efforts to include you…
After several discussions, I realized that some organizations, departments or teams have no clue on how to welcome their new employees. You may think that “welcome to ABC” is enough. Do you realize the impact of a bad first day or week on employee engagement?
When a new employee sees that the organization has nothing planned for him. He starts his journey with a bitter taste. He may feel unsafe, not meaningful and will therefore not be available for the work you hired him for. This is the road to disengagement and it started on the Day 1.
It is your role as an organization to welcome the new employee. For sure, he has to make some effort to integrate himself but coming in a new team can be intimidating. This is where a good welcome strategy helps both the organization and the new employee to create a good relationship.
Fortunately, there are strategies to welcome new employees and improve their adaptation to the new environment. Here are five suggested areas that you may consider developing for your welcome strategy.
Those suggestions should be monitored to your organization’s culture. Do not start having welcome lunch if your team is more into coffee breaks. Do not use Check-List if your team never uses them. Make sure to use tools and strategies that do not deviate from what you are used to. It will be easier then to prepare the Welcome Day of your new employee.
Most of the time, the organizations’ Welcome Strategy do not cover all the 5 suggested areas above. You should then consider the impact of this on the new employee. He may feel perplex because he knows he is welcomed but feels that something is missing.
Finally, the idea is to make the first days and weeks as pleasant as possible to the new employee. When building the welcoming strategy try to imagine what questions a new employee may have or the one you had as a new employee. Your goal will be to help him through the adaptation phase. An employee that feels welcomed will be more inclined to go for the extra mile for the organization.