Integrating a new team member

recruitment and induction

SETTLING IN A NEW TEAM MEMBER

Integrating a new team member into an existing team can in itself be a huge challenge for a manager. Most of the hard work would’ve been done during the initial induction phases.

It is essential that the new member is aware of the following the day he enters your team:

  • His role and duties in the team 
  • The goals and expectations of the team 
  • The reporting structure 
  • The new employees supporting structure should he need assistance 
  • The standards that he and the team will be measured on 
Many companies are quick to point this out as a probation period but are not capable of putting structures in place for the new employee as guidelines. This situation can lead to an artificial performance from the employee which will change after the initial period. Probation periods are normally an indication of poor management strategy and inconsistent standards.

As the new employee’s manager, it is your task to ensure that the newcomer is kept busy during his first few days.
  • Assign positive tasks 
  • Ensure that tasks involve people he will be dealing with long term 
  • Monitor and give feedback when necessary 
  • Don’t shy away from your expectations of the new employee

HOW MUCH TIME DO YOU GIVE A NEW EMPLOYEE?

Some experts suggest a three-month timetable in order to settle a new employee. Although I do not agree with this it will depend on the employee’s experience and position in your team. Most employees will feel more welcome and integrated if he can get on with the job as expected from him. The only time guidance and task integration will be used are when you have a new employee that has never been employed before or the new employee has never performed the tasks before.

Some indicators to look for when assessing the integration will be:

  • How does he get accepted during his breaks? In other words, is he making friends? 
  • Does he ask questions that you will expect from a new employee? 
  • Does he make mistakes uncommon to his work role? 
  • Does he look sure of himself? 
  • Does he look happy with his work? 
  • Can he perform the tasks you gave him without team resistance? 
  • How is his time management
If you are a vigilant manager that knows your team, you will be able to identify problem areas quickly and take the appropriate action needed. Remember you want people in your team that will look up to you as a leader and not a “boss”.
Post a Comment