You have a team of new hires. How can you make sure they’re fully integrated into your company culture?

Establish open communication channels and encourage social interaction to help new hires integrate into your company culture. Create an environment where they feel comfortable sharing thoughts and questions, and facilitate networking opportunities with existing team members through social events or informal meet-ups. This dual approach helps new employees build meaningful relationships, understand informal company dynamics, and feel part of the community, all of which are crucial for a seamless integration into the workplace.

Onboarding often floods newbies with policies and values lists. The problem is that's not how we LEARN about culture. Think how you judge a friend group...it's the vibe, unspoken rules, etc. Translate that to your workplace! Spotlight "Culture Heroes": Whose work embodies your values? Have THEM present a case study, not HR. Shows how it lives in action. Design a fun exercise to test if someone "gets" the culture. It reveals what matters more than slides. Own the Messy: New hire sees a meeting go off the rails? Schedule a debrief. "Yup, that WASN'T ideal. Here's how we're fixing it..." Honesty builds trust. Culture happens between bullet points. Make it participatory for new hires to understand it faster.

→ Documenta tu cultura: Crea un documento que describa los valores, la misión, la visión y las normas de comportamiento de tu empresa. → Comunica la cultura a los nuevos empleados: Comparte el documento con las nuevas contrataciones durante su proceso de incorporación. → Refuerza la cultura a través de las comunicaciones: Menciona la cultura en correos electrónicos, reuniones y eventos de la empresa.

Integrar nuevas contrataciones en la cultura de la empresa es crucial para su éxito. Implementa un programa de incorporación completo que incluya sesiones de capacitación sobre la misión, visión y valores de la empresa. Facilita el establecimiento de conexiones personales entre los nuevos empleados y los miembros del equipo existentes mediante actividades de integración y eventos sociales. Asigna un mentor a cada nueva contratación para brindar orientación y apoyo personalizado. Fomenta una cultura de retroalimentación abierta y promueve la participación activa de los nuevos empleados en proyectos y decisiones. La integración exitosa garantiza que los nuevos miembros se sientan valorados y comprometidos desde el primer día.

Im %100 all in for the promotion of decentralized information and transparent communication. I think you should foster an environment of truth-telling, where open dialogue and feedback are encouraged at all levels. To facilitate integration, you can conduct weekly one-on-one meetings with each team member to review their priorities, address any concerns, and provide guidance as needed. These sessions will serve as an opportunity to align individual goals with the broader objectives of the team and company.

Assigning a buddy or a mentor is a cool idea but ensuring that this person isn't a busy bee also works. The buddy should be easily approachable and helpful to the new hire. When I joined my organisation, I had a cool buddy who helped me understand the culture better. Always remember that the buddy would be the face of your company. Hence choosing the right one matters a lot.

Since 2017, it has become increasingly common for companies to assign a buddy or mentor to new members, a practice that has proven effective. In my experience, a buddy or mentor plays a crucial role in helping newcomers align with the company's culture. It's essential for the buddy to be consistently active and a team performer, and they should be compensated for their efforts to ensure they can provide adequate support.

Assigning mentor or buddy really helps to make him align to company culture as well as help him get fit in the culture easily. We do make sure every new employee has a mentor or buddy who he/she's comfortable with.

El mentor de onboarding debe ser la mejor publicidad de lo que será la experiencia en la empresa: * Debe amar la empresa * Debe ser de los que mejor trabaje * No sólo es importante que tenga habilidades técnicas, las habilidades blandas son claves * Debe priorizar el aprendizaje y el bienestar de la persona a lo largo del proceso * Debe otorgar feedback sobre el proceso ?Que más agregarían?

When integrating new employees, the manager needs to explain how the company operates, the importance of the department and the work that the new employees will do. Furthermore, the manager will be attentive and receive feedback from the subordinates to find out the behavior and performance of new employees, in other words, monitoring them closely and from afar. After a few weeks, it’s necessary provide positive feedback and improvement feedback. Implementing an individual development plan is important so that they know which path to take and how to follow it. Through feedback, it’s clearly visible, both to employees and to the manager, whether expectations and objectives are being achieved, facilitating routine and decision-making.

1 Suggestion: Weekly one-on-ones These meetings are scheduled to review individual priorities, providing an opportunity to address any challenges or questions that arise. These meetings also serve as a forum for personalized guidance and feedback, ensuring alignment with company objectives and fostering professional growth.

El poder de la capacitación y la retroalimentación. ?? Capacitar: asegura que los trabajadores no se pierdan en el día a día laboral, que las habilidades duras esten alineadas y que no haya sensación de incapacidad por parte de ellos. ?? Retroalimentación: asegura un espacio a los trabajadores donde su opinion sobre el proceso y el día a día laboral pueden ser escuchados. Eso mejora la relación con la empresa y, si se escucha las sugerencias, puede mejorar la calidad de las capacitaciones. ?En qué más crees que ayudan?

I encourage leaders to tailor roles for each team member based on their skills and previous experience. And by creating groups of tasks, aligned with their expertise, you empower them to contribute meaningfully to our collective success. Its important that each team member takes ownership with the work they produce. Each group is tasked with a specific objective, whether it be achieving a defined Key Performance Indicator (KPI) or a Star Metric. IMPORTANT: Agree on the why, when, for whom, and how of executing these tasks, ensuring clarity and alignment with our overall strategy.

Assigning junior team members the responsibility of organizing monthly social events has proven to be highly effective in enhancing company culture, motivation, and overall energy. This strategy not only integrates them into significant decision-making processes but also allows their involvement to extend beyond their standard job roles or departmental boundaries, fostering a sense of inclusion and contribution. Encouraging cross-departmental collaboration through these initiatives promotes communication and relationship building among staff from various parts of the organization. Empowering less experienced team members in this manner leverages their unique viewpoints, fostering a more inclusive, dynamic work environment.

→ Usa insignias digitales: Una buena estrategia incluye el reconocimiento de los logros y desempe?o por medio de digital badges, las cuales tienen blockchain y que además tus empleados pueden compartir en redes. Esto mejora la motivación.

When you're welcoming someone new to the team, it's like making a new friend. You want to find out what makes them tick - are they a cat or dog person, do they prefer chats over coffee or emails, and what kind of hobbies or projects get them excited. It's about giving them options that feel right for them, from how they learn the ropes to how they like to get feedback or even choose what to work on. Checking in regularly is like seeing if the shoe still fits, helping you tweak things as you go. This way, it's not just about them fitting into the company, but making the company a comfy place for them, too!

*By fostering a culture of decentralized information, transparent communication, and tailored roles, we ensure that our new hires are fully integrated into our company culture and equipped to excel in their roles from day one.