How to reconcile new employees with the core startup team?

1. Official "debut" for new employees

"Debut show" is understood as a time for newcomers to introduce and greet colleagues. After that, the startup team gave general notes and advice before starting official work. Through the "launch", new employees will understand the general situation of the startup, the specific role of each person, and most importantly, the feeling of being welcomed by the "big startup family". In fact, this is very necessary because it will contribute to improving and enhancing the spirit of solidarity - the core factor for the development of any team.

2. Provide and fully support the necessary working resources

Working resources here are understood as necessary office equipment, supplies, or related documents, reports, and dispatches. Some startups are initially very "modest" in terms of material means and everything is not in order. Therefore, the startup needs to clearly tell the "newbie" at the interview, or by email before the working day about the shortages that are about to be faced, as well as other inadequacies.

This shows the collective respect for the new employees when they are not put in the situation of "paying back". In addition, the maximum support of the startup team is also a concern to help employees never feel distant.

3. Always have a core employee in charge of supervision

The way of working in each place is different, and the process in some startups will be different than in traditional businesses. Even if a "newbie" is an experienced person in the same old position, they will be more or less surprised with how the startup operates. Therefore, to avoid wasting time and resources, it is necessary to have a core employee of the startup team responsible for mentoring new people.

As a result, new employees will easily understand the working process, common problems, and things to do "outside of responsibility". In addition, this is also a way to help improve cohesion, and effectively train the next generation of good employees.

4. Should have small offline sessions “outside work”

The stress, responsibility, and hustle for everyone is immense in the beginning stages. However, after a long time of "plunging" into the work and successfully completing the task, the startup should have small parties to celebrate the victory.

In fact, small offline sessions "outside work" are not only an opportunity for new employees to open up and interact with colleagues, but also help the team "refresh" energy. From there, everyone will be mentally "tuned up" to be ready to face more difficult challenges in the future.

5. Spend a lot of time “listening” to the new employee at the first meeting

Startup meetings should be open, quick, and "straightforward" to the issue. This will give everyone more time to dig deep, find the root cause of the problem, and solve the problem as thoroughly as possible.

Therefore, at the first meeting of the "newbie", the startup team should spend a reasonable amount of time listening to the feedback of new colleagues. Certainly, after the official working period, the contributions of newcomers will help the core startup team gain valuable human resource management experience. From there, everyone will have suggestions and orientations to work better together in the future.

6. Remove barriers with sincerity

Attitude when doing anything is very important. The "wall of distance" in the relationship will be quickly narrowed and removed by sincere help and concern. Of course, everything takes time, but "newbies" will be able to integrate more easily when everyone treats them in the spirit of "like home".

The startup team should not do anything just because of the task, or the situation is forced. If the newcomer can't go a long way with the team, everyone should also leave good impressions on each other.