Here's how you can build rapport with new team members during the onboarding process.

1.Warm Welcome: Introduce yourself and others, and make them feel welcomed and valued. 2.Clear Communication: Explain their roles, responsibilities, and expectations clearly. 3.Personal Connection: Show genuine interest in their background, experiences, and interests. 4.Team Integration: Encourage social interactions and facilitate introductions with other team members. 5.Support and Guidance: Offer assistance and resources to help them settle in and feel comfortable. 6.Feedback and Recognition: Provide regular feedback and recognize their contributions early on. 7.Follow-up: Check in regularly to see how they are adjusting and address any concerns they may have.

Take the time to personally welcome new team members. This can be through a personalized email, video message, or even a handwritten note. Express genuine excitement about having them on board and offer assistance if they have any questions or need support.

Facilitate introductions to their new colleagues. Arrange informal meetings or virtual coffee chats where they can get to know each other on a personal level. Encourage existing team members to reach out and make the new member feel included.

Help new team members understand the company culture by sharing its values, traditions, and norms. This could involve providing them with resources such as employee handbooks, attending cultural orientation sessions, or sharing stories that exemplify the company culture in action.

Offer continuous support throughout the onboarding process. Assign a buddy or mentor who can guide them through their initial days, answer questions, and provide insights into the company's practices. Ensure they have the necessary resources and tools to succeed in their role.

Nada mejor que dar y generar confianza. Para ello es esencial crear relaciones sinceras y articular el compromiso psicológico.

Recognising the possibility of contradictions between mentors and mentees is critical during the onboarding stage. When such situations happen, it is critical that new team members feel confident to request a change in mentorship without reservation. Managers play a critical role in responding quickly to these incidents in order to avoid negative initial impressions of the organisation. Flexibility within the mentorship programme is essential for meeting the different needs of new employees. This flexibility involves making sure mentors aren't overburdened with tasks and have enough time to dedicate to their mentees.

Create an environment where new team members feel comfortable sharing their thoughts and opinions. Encourage them to provide feedback on their onboarding experience, the clarity of instructions, and any areas where they feel they need additional support. Actively listen to their feedback and make adjustments as necessary.

Building a harmonious and good relationship with your new team, is essential as well as beneficial. As they are new to the company, it's vital that you make them feel valued and respected. Make sure that you celebrate even their smallest wins so that their efforts are acknowledged and they feel motivated to shine and do more better the next time around :) Give them new perspectives, ideas and discuss their thoughts and engage in open conversations with them, inspiring them to give their best always.

As an entrepreneur, it's important that you make your newly onboarded team, comfortable and encouraged to work ahead. Make sure that you give them the opportunity to discuss their issues, feedbacks and they feel free to raise a query. It's always said that employees will always remember the manager who was kind to them and helped them grow and you got to be that :) Recognise their talents, help them improve in their areas and delegats work as per their skills.