How Can I Make New Hires Members of the Team From Their First Day on the Job?
Right from the start, condition new team members to believe that they’re joining an elite group—that your team is made up of winners, and that they wouldn’t be there if they weren’t winners too.
To help the new hire feel a part of the team, you might assign an experienced employee who is a strong team player to serve as the new hire’s mentor during the newcomer’s first few weeks on the job. This provides the new hire with a role model not only in terms of the work but also in terms of his or her place in the group.
Thereafter, build esprit de corps by stressing the accomplishments of the team and how the new worker’s accomplishments are helping the group to do its job.
Tell Me More
Very shortly after a new team member starts work, you might want to call him or her into your office to ask him or her, "What have you observed about how our team operates?" "What do you like about our system?" "What, specifically, don’t you like, and how do you suggest we change it?" "Are you getting an idea of what your own strengths or weaknesses are in relation to the team?" "How should the team make the best use of your strengths, and how can we help to improve your weaknesses?" Make the questions open-ended, and phrase them in a way that relates to the team.
Then listen, listen, listen. New members can often see things more clearly than insiders, since they’re still viewing things at a distance. Their insights may surprise you. If they’re wrong, they’re wrong, and you can discount the suggestions—but always let them know that you were glad to hear them. This will make the newcomers feel that they’re contributing—that they have as much of a voice as anyone else on the team.