How to Create a Welcoming Environment for Newcomers

A few weeks ago I shared some of the “Minimum Behaviors to Retain Team Members” from a workshop I designed in 2001. Amazing that they still apply. Here are a few of those minimums to retain New Hires! 1.     Give a clean uniform, new hat and a name tag with the team members on it.  It’s hard to imagine that we have to say this but way too often the new hire gets a dirty uniform, used hat or a name tag WITH SOMEONE ELSE’S NAME.  I’ve had managers tell me that they don’t want to get them a “real name tag” until they have proven that they will come back, like after a few weeks.   WHAT???  If you are still making your folks wear name tags, give them one with their name. 2.       Don’t let new hires do dishes on the first day (or any of the least desirable tasks) or watch hours of training videos.  Yes, your new hire is on the clock and doesn’t know how to do anything. So, the easiest thing to do is put them on dishes for four straight hours.  Bad idea, mostly because they are alone back there, not making friends and not becoming part of the team.  Find a way to get them on the line, with other team members, helping where they can.  Having fun on the first day is a good way to make sure they come back for a second day! 3.     If you are the hiring manager, be there for their first day.  It’s intimidating to walk into a new place where you don’t know anyone.  So be there, greet them, introduce them to the team.  Some managers make it a celebration, have a cake or a welcome sign.  The idea is to make your new person feel as welcome as possible, as fast as possible. 4.     Only start one new person on any given day.  New team members require supervision. Your team may feel like the new person is “in the way.” Having two new people on the same shift puts a burden on your team. Give each person their own Special First Day. 5.     Assign a buddy to your new person.  Tenured team members who are benefitting from overtime sometimes make it difficult for the new person. They try to push them out by excluding them from conversation or simply ignoring them.  Assigning a buddy will help ensure that the new person has someone in their corner. 6.     Train your person to do one thing (other than dishes) so they feel immediately productive and that they can contribute to the team. These were the “Minimums” twenty years ago.  What would be best in class?  What would you add for today’s environment? Front-line leaders have the power to change lives.  Let’s show them how.

Welcoming new hires to our team is not just about starting a new job or joining a new company; it’s about becoming part of a community. As an HR leader, I firmly believe in the transformative power of a well-structured buddy program for new employees. A buddy program isn't just a nice-to-have; it’s an essential component of our onboarding process that fosters connection, accelerates learning, and enhances overall job satisfaction. Here’s why a buddy program is vital: 1. Smooth Onboarding Experience: A buddy helps new hires navigate the complexities of their new role, offering guidance and support during their transition. 2. Cultural Integration: Understanding the company culture can be challenging. A buddy serves as a cultural ambassador, helping new employees assimilate seamlessly into our organizational values and practices. 3. Building Relationships: New hires often feel isolated. A buddy provides a friendly face, which is crucial for building early relationships, making introductions and feeling part of the team. 4. Boosting Confidence: Having a go-to person for questions, no matter how small, helps new employees gain confidence faster, which in turn boosts productivity and engagement. Ingredion Incorporated’s commitment to a supportive and inclusive work environment starts from day one. The positive impact it has on employee retention, satisfaction, and performance is profound. Let’s ensure every new hire feels welcomed, valued, and ready to thrive. I welcome your thoughts and the successes of your organization’s buddy program #WeAreIngredion #CreatetheFuture #EmployeeEngagement #BuddyProgram #CompanyCulture #Onboarding

Have you ever started a new job and knew immediately that you were going to hate it there?   When I was in my early 30’s, I got a new job as a Regional HR Manager.  Within the first hour of my first day, I knew I’d made a mistake.   Why?   Not only did I not feel welcome there, but I felt kind of *unwelcomed.*   My new boss greeted me in the lobby and told me that because there was already another Danielle in the office, they were going to rename me so the co-workers wouldn’t get confused. (And I didn’t even get to choose my new name!)   Then she told me that she hadn’t had time to order me a desk, so I could either work off the coffee table in the lobby or scooch up a chair next to her and use a corner of her desk.   Was I being overly sensitive?   Maybe … but what new employee *isn’t* overly sensitive?   Employers, your new employees start Day 1 with a mixture of enthusiasm and apprehension.   They want three immediate things from you: to feel like they belong, to feel like they’re liked, and to feel like they can contribute in a positive way to the organization.   New employees unconsciously spend their first days hyper-vigilant, looking for signs that either confirm they made the right decision in accepting your job offer, or signs that confirm their fear that they made the wrong decision.   Maybe you don’t have time to do The Perfect Onboarding with your new employees. I don’t think there’s shame in that.    But you can’t afford to botch Day 1.   When a new employee starts,   ✔ Give them your undivided attention. ✔ Flatter them. ✔ Sell them on the company, the co-workers, and the exciting things they’ll be doing that’ll be impactful and meaningful.   ❌ And don’t have them spend their first hour doing new hire paperwork. Huge buzzkill!   To my HR friends or anyone who’s been a new employee 😊, what are some tips you’d give employers for filling up your new hire’s Day 1?   #humanresources #management #hrcompliance #employeeexperience #newjob