How We Make New Employees Feel Welcomed

Summary

• I believe it's crucial to give new team members a warm welcome and set clear expectations from the start.
• I make sure every new hire meets with all the leaders since we're now a mega corporation, highlighting the access to leadership as a key advantage of working with us.
• At my company, we adopt an open Slack policy which facilitates communication between staff and leadership.
• We send an exclusive swag package to new employees to make them feel like a part of the team, as this encourages them to act as team members.
• Within the first few weeks of their start date, I personally meet with every new member; immediately if I've interviewed them, or in week two otherwise.
• I acknowledge the first one to two weeks at a new job can be overwhelming, like "drinking from a fire hose," so I time my meetings to maximize effectiveness.
• The team's role in welcoming new people by offering guidance and recognition is incredibly powerful in fostering a supportive environment.

Video

How To Take Action

I would suggest starting with the basics when welcoming new team members. You can make a big impact right away without spending too much time or money. First, give them a warm welcome! Let them know what to expect and that you're excited they're joining the team.

A good way of doing this is by setting up meetings between new hires and leaders. No matter the size of your business, this makes new team members feel important and valued. It doesn't have to be long; a short, friendly chat can do the trick.

To keep communication easy, consider an open Slack policy or something similar. It lets everyone talk to each other, including you, without big formal meetings. It's simple to set up and doesn't cost much at all.

Sending out a welcome package with some cool company swag is another low-cost way to make new folks feel like they're part of the team. You don't have to sell this stuff; just having something that is only for team members is enough to create a special bond.

Remember to meet with each new person. If you've interviewed them, give them a few weeks to settle in before your one-on-one. If you haven't interviewed them, meet in the second week. This timing helps because the start of a new job can be super busy and a little scary, like trying to drink water from a fire hose!

Finally, get your whole team involved in helping new people feel at home. They can offer help, advice, or just say 'great job' to the newbies. It's amazing how much this can help create a supportive team vibe. These steps are easy, cost-effective, and can really help a new team member start off on the right foot!

Quotes by Leila Hormozi

"We're not some Mega Corporation and I think that one of the biggest advantages that people have if they work here is they get to communicate with leadership"

– Leila Hormozi

"It's like an open door policy or I like to say open Slack policy"

– Leila Hormozi

"We send a swag package right away because we want to make them feel included"

– Leila Hormozi

"If they don't feel like they're part of the team, they're not going to act like part of the team"

– Leila Hormozi

"Offering guidance offering recognition to new people has been one of the most powerful things that you can do"

– Leila Hormozi

Full Transcript

of other things to onboard people and make them feel really welcomed and set good expectations the first thing is that every person that comes on gets to meet with all the leaders we're not some Mega Corporation and I think that one of the biggest advantages that people have if they work here is they get to communicate with leadership and it's like an open door policy or I like to say open Slack policy the second thing that we do is we send a swag package we don't sell right now acquisition. comom swag and so we have exclusive swag for everyone that works with us so we send that package right away because we want to make them feel included because if they don't feel like they're part of the team they're not going to act like part of the team the third thing is that I will meet with everybody on the team who's new if I've interviewed them I meet with them like three or four weeks later first one to two weeks are so overwhelmed there so much going on like drinking from a fire hose I think at any new job if I didn't interview them then I'll meet them in week two typically CU I always want to make sure I have one-on-one time with them and then outside of that I would say that the team welcoming people and offering time offering guidance offering recognition to new people has been one of the most powerful things that you can do