Top tips for successful onboarding in a new position

Whenever you complete the recruitment phase of a recruitment process, or come into a new workplace yourself, the next step is integration. Introducing a new person to the team comes with various challenges such as training, adaptation, and sometimes obstacles. Generally, every new hire requires a period of adjustment, so both the management and the employee should facilitate acclimatisation to the new environment so that one can fit into the new team smoothly. Let's familiarise ourselves with 3 rules that will help to fit in seamlessly.

Adapting to a new position: Tips

A manager plays an important role in supporting new employees, especially during times of change. Even if the newcomer is adaptable and able to work effectively in a team, they need guidance and access to resources to help them navigate the new environment. It is important to create an environment where the employee can build on existing procedures and receive support from colleagues. For a successful integration, the manager must be available and willing to share knowledge and experience to speed up the process of getting accustomed to the corporate culture.

On the other hand, the new employee should also be proactive in order to settle into the transitional environment more quickly. Adapting to a team where working methods and tasks are in flux requires flexibility and a productive approach. For this, it is important for the newcomer to feel free to ask questions, share ideas with colleagues and seek clarification from management. This approach will help you find your place in the team faster and work confidently despite the unstable environment.

What is a transition period?

First of all, let's understand the term ‘transition period’. The term ‘transition period’ is used when your team is going through a temporary period of instability to move towards change. When we talk about a transition period in the workplace, what exactly do we mean? The expression actually means a turning point, a moment of transition to a new way of working, managing or reorganising a team.

You might think that this period would be bad for the team, but this is not always the case. For example, a team with a change of leader is going through a period of transition. Nevertheless, a change of leader may be received very positively by the team, but it is still a period of transition. Everyone has to adjust to new ways of working, new expectations, new demands - in other words, to get used to the new situation.

Top 3 tips for successful integration

During the transition period in the workplace, it is important to give the new employee special support and help them integrate into the team. The period of instability and adaptation can be difficult for the newcomer, so good leadership can make the process much easier. To help the new employee settle in quickly and feel confident, it is worth focusing on three key aspects of interaction. These include the following areas:

• Make yourself available: The first important point is accessibility. While this quality is certainly valuable in any situation, it is especially important during the transition period when a new employee joins the team. They need to know they can rely on the support you represent. When a new employee joins the team during a period of instability, it's important to show the mu support and provide them with individualised guidance;
• Building a team to facilitate adaptation: Since strength in numbers, why not use the expertise of one of your colleagues to help the new employee settle in? The idea is to use the team's know-how to familiarise the new employee with the processes, and to facilitate contact between team members and the newcomer. This way, the newcomer won't feel isolated when faced with the methods to be learnt and the difficulties that may arise in the transition to a new job;
• Establish smooth, regular communication: Finally, communication is obviously key. While it should always be at the forefront of your management team's mind, it needs to be further reinforced in the case of transition and recruitment during this period. Why do you need to do this? Because in situations of instability, renewal and change, it is essential that everyone is able to share their struggles and feelings.

Define goals and expectations on both sides

For a successful adaptation, it is important that both the manager and the new employee clearly understand the goals and expectations during the first stages of the job. The manager should hold a meeting to discuss priorities and expectations so that the employee knows what to focus on in the coming weeks. On the other hand, it is important for the employee to clarify any doubts and ask questions about objectives, KPIs and corporate expectations. An active dialogue at this stage helps both parties adjust their expectations and reduce potential misunderstandings.

Interim progress checkpoints will be useful not only for the manager, but also for the employee to objectively assess his or her successes and difficulties. Regular discussions, such as weekly or fortnightly, allow for adjustments to tasks and timely feedback. This practice keeps the newcomer motivated, helps him or her to move forward with confidence and contribute to the team's overall goals. Setting clear milestones from the start strengthens working relationships and makes the onboarding process more manageable and efficient.

Conclusion

It can be said that integrating a new employee requires more communication, patience and willingness. If you follow the basic principles, you can make the adaptation process much easier for yourself or the other person. This will help newcomers to settle in faster and managers to get along with the new employee faster.