Working Transitions

How to ensure premier talent delivers quickly

The Premier League has started again.  Look at any of the teams and you will notice one thing in common; they all have a large number of new talent.

In fact teams at the start of the season can have any number of new faces on the pitch.  But whether they are record signings or loan players, one thing is certain – the need to integrate them quickly is important.

They know that they need to do this because experience shows that failing to do so results in a fragmented team, dysfunctional and who are on the wrong end of some results.

Of course in business the same is also true. Recently, the term “onboarding” has been growing in popularity in human resources environments, as a way to describe the process of getting a new employee involved as a key part of the company that they join. This is very important when a new employee arrives, as making sure that they are engaged right from the start is the best way to get them to provide a positive contribution to the company in the long term.

If a company fails to get this vital step right, they run the risk of having employees who are unmotivated, who are unable to work under their own initiative, and who never manage to reach optimum productivity levels. They are also less likely to remain in the role for the long term, meaning that it really is worth thinking about how you can get people on board as soon as possible.

How to handle the first day

First impressions are vital, and when somebody new comes to work with your company, they need to feel as though they are going to fit in, and that their roles are well defined and understandable. The most important thing is that the rest of the employees who come into contact with this individual should be ready for their arrival, as this means that they can be welcoming and supportive when the day comes.

It is a great idea to provide a new employee with a welcome package, as this means that they will learn as much as they need to about the company that they are joining, and will therefore be able to turn to the pack if they have any questions along the way. On the start day, it is important that managers set aside enough time to make sure that the new employee knows what they are doing. Failing to do so will mean that they may not understand their role, and panic about their tasks for the day – and this won’t give the right impression about the company that they have joined. It is vital that all paperwork is sorted out in advance, as nothing is more frustrating than having to wait around all day for things to be printed from a computer screen.

Key aims for onboarding

When an employee first arrives, it is important that you have a strategy to help them integrate in the company. On the whole, there are four main things that you should consider to help to do this.

The company itself. It is vital that new recruits understand the company’s aims and goals, as well as the way everything works, and where they fit into the bigger picture of the company as a whole.

The career prospects that come with the role. It is important that employees understand how they are able to progress in their career, and outlining this right from the start is vital.

The culture of the company. In order to fit in, the employee needs to understand the culture that they are a part of, and this means that they are able to thrive in the environment.

Help to build connections. Contacts are important, and by helping the employee to build connections, you can be sure that they will fit in with the company as soon as possible.

Integration is key

One of the main things that a new employee will feel at the end of their welcome period is whether they fit well into the team that they have joined. If they have positive feelings about this then they are much more likely to want to contribute well to the company in the future, so for this reason thinking about how a new recruit is welcomed is very important indeed. It can be good to encourage the team that they are joining to include the new employee in lunch plans or other social activities, as this can be a great way to bond and truly feel as though they have been welcomed into the company.

What to avoid

Just like there are many things that you need to do, there are also things that you should avoid, too. Firstly, it is important that you don’t overwhelm your new recruits by giving them too much responsibility at the beginning of their role. In addition, it is vital to remember that they might not understand everything at the beginning, and they may require some extra support to help them to settle into their role.

Ultimately, making sure that employees feel involved and integrated right from the start is the best way to ensure that they are able to contribute effectively. In the long term, this means that they will be much more of an asset to the company that they join, and will be able to use their skills in the best way possible to work with the company to achieve future growth.


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Working Transitions
02 September 2016
Supporting effective and successful organisational change


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