After the onboarding process, it is important to link the new employees with those who are already in the system and are models of the expected culture and values. I will also work with various department heads to ensure the employees are fully supported until they settle fully. Regular catch-up sessions would also be part of the process to enable me to understand where they are and how they are doing concerning fitting in and being immersed into the culture.

Clear Communication of Culture and Values Onboarding Program: Design an onboarding program with a detailed introduction to your company’s culture and values. This should cover the formal aspects, such as your mission statement and core values, and informal elements, like company traditions, the tone of communication, and the type of work environment. Stories and Examples: Share stories of employees who exemplify the company's values and real-world examples of how those values play out in everyday business decisions. Leadership Involvement: Ensure leaders (CEO, managers, etc.) talk about the company’s culture and values during onboarding. When leadership models cultural behaviours, it sets the tone for everyone else.

Mentorship and Buddy Systems Assign a Mentor or Buddy: Pair new hires with experienced employees who can help guide them through the first few months. This mentor should embody the company’s values and model how to navigate the organization and its culture. Regular Check-ins: Schedule regular one-on-ones with their mentor or manager to discuss how the new hire is adapting to the culture and whether there are any challenges.

To ensure new employees align with company culture and values, start with a comprehensive onboarding process that includes orientation on company mission, values, and expectations. Foster open communication and provide opportunities for them to engage with team members. Encourage mentorship and feedback, and ensure they feel supported in aligning their work with the company’s goals and culture.