3 Speedy Ways to Get Your New Hire Acclimated to Your Company’s Culture

Take it from a new hire herself (yes, I’m writing this on my 4th day on the job). It’s not easy showing up to a brand new office and not having a clue who anyone is or what they’re like. How could I possibly start a conversation with someone without knowing if they’re an Apple or Android-user, or if they believe pineapple belongs on pizza? These seemingly stupid — yet real things — run across a new employee’s mind during their first week or two on the job.

Shockingly enough, a whopping 61% of new hires report not receiving any training regarding company culture. As HR managers, it’s essential to do everything it takes to make sure your new hire comes through the door on their first day feeling welcomed and becomes quickly acclimated to your team environment. Being the newbie of the group is awkward enough! But, by following these simple tricks, your newest addition to the team is sure to become comfortable in no time:

1. CONNECT WITH YOUR NEW HIRE ONLINE BEFORE THEIR FIRST DAY

Sending them a quick LinkedIn connection request prior to their first day will make them feel appreciated and welcomed for when they finally walk through your office doors. To make it more personable, add a short message along the lines of “Hey! I’m so excited to meet you next week! If you have any questions about what to expect on your first day, or what life here is all about, let me know.”

Having employees open the gate to one of their social media profiles also allows for the new hire to gauge what each team member is all about. From their hometown to meme culture, they’ll know exactly where to start a conversation with each employee on their team — no awkward silence necessary.

#ProTip: When interacting with your newbie online, be sure to remain professional. Avoid connecting on more personal social media sites such as Twitter or Facebook (the new hire probably doesn’t want to be Facebook-stalked). Try sticking to sites like LinkedIn for your introduction.

2. DITCH THE OFFICE FOR AN HOUR

When in the office, your team is most likely hustlin’ and bustlin’ and doesn’t have much time for chit-chat. Not to mention, the office setting isn’t the ideal spot to get to know someone on a personal level. Ditch the conference room for a while and grab a bite to eat, or go for a walk in the park. Gauge the conversation by asking questions about their interests, hobbies, favorite animal, etc. Take a look at this list of the best questions to ask your new employees for some inspo.

If you’re limited to places your team can go during the workday, break out the seemingly-awkward ice breaker game. Trust me, it’s more beneficial than you think! When we take on new employees here at Red Branch, we do “Brancher Trivia” at our weekly meeting. I cannot stress enough the importance of getting to know your team members beyond their title and job description. A few minutes of feeling just slightly uncomfortable will positively impact the relationship between the new employee and the rest of the team in the long run.

#ProTip: If you’re having trouble coming up with an effective icebreaker activity, check out this list (brought to you by HubSpot)!

3. MAKE YOUR NEW HIRE’S STORY YOUR OWN

You hired this person for a reason. When they walked into their interview as nervous as can be, you recognized their talents and saw further potential in them. After all, their strengths will contribute to the growth and success of your company. The second they get hired, they become the face of your brand. Make them feel that way!

Showing off your newest team member on your social media accounts or website will not only make them feel like they have reached #celebritystatus – it will also make them feel like they’re valued by their employer and truly contributing to something awesome. Those looking to do work with you or maybe even apply for a position within your company will be thrilled to see that you truly care about your employees.

#ProTip: Go beyond the basic ‘name, hometown, and college’ introduction when showing off your new team member. Boooring… that doesn’t tell anyone their story! Ask them questions similar to those in #2 (above). Then, draft up a quirky bio to use for their online feature.

We all know what it’s like to be the freshest face in the office. By making their presence feel welcome prior to their first day, getting to know them in a casual, non-office environment before getting down to business, and making their story feel like it’s part of the company, your new hire is sure to skip over the awkward “I’m new here” stage and adjust to your company’s culture quickly and painlessly.

They’re one of you now, so make them feel like it!

This article was originally published on the Red Branch Media Blog by Jen Mohorek.

About Maren Hogan:

Maren Hogan is a seasoned marketer, writer and business builder in the HR and Recruiting industry. Founder and CEO of Red Branch Media, an agency offering marketing strategy and outsourcing and thought leadership to HR and Recruiting Technology and Services organizations internationally, Hogan is a consistent advocate of next generation marketing techniques. She has built successful online communities, deployed brand strategies and been a thought leader in the global recruitment and talent space. You can read more of her work on Forbes, Business Insider, Entrepreneur, and The Red Branch Media Blog.