ArtsAutosBooksBusinessEducationEntertainmentFamilyFashionFoodGamesGenderHealthHolidaysHomeHubPagesPersonal FinancePetsPoliticsReligionSportsTechnologyTravel

How to Introduce the New Employee to the Workplace

Updated on April 20, 2013
ChrisMcDade8 profile image

Christine McDade is a Human Resources professional (PHR & SHRM-CP) with over 18 years in the public sector.

"Checking out" the new employee on their first day can be an intimidating situation for the new hire.
"Checking out" the new employee on their first day can be an intimidating situation for the new hire. | Source

Welcome! Let's See What You've Got.

An enthusiastic new employee starts a new job with great expectations of joining a work team and making a contribution to the success of the company. Past work experiences, academic achievements and training/certifications equip a newly selected employee to make things happen for the workplace. Unfortunately, friendly handshakes and warm smiles are often missing on that first day for the new employee. A subtle glare, forced grin and lukewarm handshake are often what awaits the unsuspecting new employee on their first day from co-workers who are sizing them up at that moment. Since a new employee means change to the norm of a work team, there can be some uncertainty in the feelings that employees have toward that person who is entering their world. Management must lead the way for the team to ensure the new hire will be given a fair opportunity to be successful at their new job.

"The Cold Shoulder": New employees often have some difficulty getting along with the new work team.
"The Cold Shoulder": New employees often have some difficulty getting along with the new work team. | Source
Walking through the doors of the new job can be a daunting task for many new employees.
Walking through the doors of the new job can be a daunting task for many new employees. | Source

Why the Cold Shoulder?

Current employees are sometimes hesitant to accept "outsiders" to their workplace. A sense of ownership and, perhaps, some loyalty to the company, often makes an employee protective about who to accept as part of the work team. This notion can be especially apparent with long term employees who have spent much of their career as an employee at the company. Other issues that may cause the "cold shoulder" are:

  • Filling the shoes of the former employee - When a newly hired employee takes the place of a departed employee, employees in the workplace often compare the new employee to the one who has left. This comparison can especially be apparent when the employee has retired or left on good terms after a long period of time with the employer. Employees will unknowingly treat the new employee in a way that might be seen as standoffish and even somewhat unfriendly. The filling of a job that was previously held by a respected and well-liked employee can be a bit bumpy at the start for a new employee. Employees may miss the former employee, and unfairly set the bar high for this individual who has been selected as a replacement. Since decisions to hire are generally left to the management, current employees on the team may show some resentment toward the new employee.
  • Disgruntled current employees who did not get the job. There may be some current employees in the workplace who applied and interviewed for the vacancy, but were not selected. Therefore, some feelings of resentment may cause these employees to not accept the newly hired employee to the work team.
  • Differences in the outward appearance of the new employee. A new employee may look different from those on the team. For example, a female employee who joins an all male work team may face some challenges "fitting in" with the existing work team. A younger new hire who is a recent graduate from a university might have difficulty with a work team who consists of older employees. Differences in who people really are may cause some insecurity from the rest of the work team who feel threatened about new ideas that the new employee will bring to the job.
  • Poor communication from leadership about the new employee - Some organizations do a poor job of communicating that a position has been filled with a new employee. On the first day, the poor unsuspecting employee arrives at the workplace and encounters a shocked workplace. No one is aware that they are coming and, therefore, no one is ready for them.
  • Less than perfect first impression of the employee during interview process - Employees often get a preview of the new employee during the recruitment process. If the candidate arrived to the workplace for the interview and was not cordial to the employees who encountered them, there is possibly a word or two that has been shared between employees about their lack of friendliness. While it is unfortunate, some new hires make bad first impressions that lead to the judgement from others about who they think they are.

The New Employee's First Day

A desk should be adequately supplied for the new employee on his/her first day of work.
A desk should be adequately supplied for the new employee on his/her first day of work. | Source

How to Welcome the New Employee

Despite a variety circumstances in the workplace that lead to a rocky start for new hires, there are many productive ways that employees can help them get off to a good start on their first day of work. Some preparation and a little extra effort from employees to welcome the new hire will ensure that the employee gets a good start at the new employer. Consider the following:

  • Communicate with employees about the new hire. - One effective way to communicate the change in the work team is to make an announcement about the addition of a new employee before their first day on the job. This communication can occur by making an announcement in a staff meeting with information about the new employee, their professional experience, education, etc. Making the announcement face to face with staff will be more appropriate because it demonstrates the importance of this new employee to the team, and management's lead on welcoming them to the workplace.
  • Speak to current employees who were not selected for the vacancy. - In order to prevent bad feelings for the current employe(s) who did not get selected for the vacancy, the hiring manager will want to meet with them prior to the outside applicant showing up at the work site for their first day. Communicating with the rejected employees will show consideration for their interest in the job, and what things they can improve upon should the vacancy be available in the future.
  • Properly prepare a desk or work station for new employee. - Employees who have a properly supplied desk or equipped work station on their fist day are likely to get off to a good start due to having the proper resources/tools to do the work. They will not have to waste time trying to get the needed supplies required for proper completion of the work they were hired to perform.
  • Give new employee tour of company. - New employees benefit from a tour of the facility and company departments to get a good overview of the business. Getting out to learn about the various departments will be appreciated by the new employee who is trying to "soak" in everything about a new employer.
  • Communicate with rest of company about the new hire. - In addition to communicating with the work team about the new employee, it will be beneficial to both the company and new employee if management communicates with the rest of the workplace. This communication can be done by sending out an email or memorandum with a detailed introduction about the new employee and their background. Since other departments will likely have to work with the employee at some point in time, it will be helpful to everyone if they know who is part of the team. Some companies may choose to feature an an article in the company newsletter that goes to all employees. This introduction may even be seen by customers who do business with the company. Such information demonstrates the management's commitment to employees.
  • Check back with employee at midpoint of day or week. - Checking back with the new employee mid way through the day to find out how they are doing will be a good idea. Doing so will be a way to catch any problems before they become too significant. If meeting with the employee that same day is not possible, the supervisor should plan to meet at a later date. The worst thing that could happen to a new employee is to let them feel forgotten or left on their own prematurely.
  • Keep gossip and personal talk to a minimum. - Employees should be sure to not bombard the new employee with gossip and personal talk about co-workers. New employees need to be able to make their own judgements about the work and workplace itself.

The Success of the New Employee

The cost to recruit and hire a new employee is quite an investment for an employer. Management must make the most of the hiring decision to ensure that the new employee is welcomed and treated with the utmost respect. In addition to the efforts of management, all employees who will be working with the new employee will also want to be mindful of any bias and resentment due to the new employee being recruited from outside of the employer. When both management and employees work together, the new hire will be off to a better start because they will get a true understanding of the commitment made to them in the new workplace.

Comments

    0 of 8192 characters used
    Post Comment

    • Alexis Cogwell profile image

      Ashley Cogdill 

      2 years ago from Indiana/Chicagoland

      Great advice - for new employees as well.

    • profile image

      Ben Blackwell 

      5 years ago

      Thank you.

    • ChrisMcDade8 profile imageAUTHOR

      Christine McDade 

      5 years ago from Southwest Florida

      Thanks for your comments. Good luck in the new position!

    • profile image

      Ben Blackwell 

      5 years ago

      This is a good article. I myself am about to be a new employee, so reading about my integration into a company from this viewpoint will surely help me as well.

    • ChrisMcDade8 profile imageAUTHOR

      Christine McDade 

      5 years ago from Southwest Florida

      Thanks for the comments. It is easy to forget how it feels to be the new employee. Supervisors and employees can really make a difference to the new employee walking through the front door on their first day.

    • wabash annie profile image

      wabash annie 

      5 years ago from Colorado Front Range

      Excellent information and suggestions. We don't always think about body language giving negative impressions when meeting new hires but do need to remember! Thanks much for discussing these issues.

    • ChrisMcDade8 profile imageAUTHOR

      Christine McDade 

      5 years ago from Southwest Florida

      I hate to hear that you had that experience as an employee in a human resources department. If HR doesn't care about new employees, who will? I guess your example demonstrates how easily management can neglect to assist new employees with the transition to the new job. Thanks for your comment.

    • FlourishAnyway profile image

      FlourishAnyway 

      5 years ago from USA

      This is an excellent list of suggestions. In one job, on my first day neither my manager or anyone else bothered to introduce me to other people in the department, so I had to do it myself. Believe it or not, I was in HR! I can identify with a lot of what you are saying.

    working

    This website uses cookies

    As a user in the EEA, your approval is needed on a few things. To provide a better website experience, hubpages.com uses cookies (and other similar technologies) and may collect, process, and share personal data. Please choose which areas of our service you consent to our doing so.

    For more information on managing or withdrawing consents and how we handle data, visit our Privacy Policy at: https://hubpages.com/privacy-policy#gdpr

    Show Details
    Necessary
    HubPages Device IDThis is used to identify particular browsers or devices when the access the service, and is used for security reasons.
    LoginThis is necessary to sign in to the HubPages Service.
    Google RecaptchaThis is used to prevent bots and spam. (Privacy Policy)
    AkismetThis is used to detect comment spam. (Privacy Policy)
    HubPages Google AnalyticsThis is used to provide data on traffic to our website, all personally identifyable data is anonymized. (Privacy Policy)
    HubPages Traffic PixelThis is used to collect data on traffic to articles and other pages on our site. Unless you are signed in to a HubPages account, all personally identifiable information is anonymized.
    Amazon Web ServicesThis is a cloud services platform that we used to host our service. (Privacy Policy)
    CloudflareThis is a cloud CDN service that we use to efficiently deliver files required for our service to operate such as javascript, cascading style sheets, images, and videos. (Privacy Policy)
    Google Hosted LibrariesJavascript software libraries such as jQuery are loaded at endpoints on the googleapis.com or gstatic.com domains, for performance and efficiency reasons. (Privacy Policy)
    Features
    Google Custom SearchThis is feature allows you to search the site. (Privacy Policy)
    Google MapsSome articles have Google Maps embedded in them. (Privacy Policy)
    Google ChartsThis is used to display charts and graphs on articles and the author center. (Privacy Policy)
    Google AdSense Host APIThis service allows you to sign up for or associate a Google AdSense account with HubPages, so that you can earn money from ads on your articles. No data is shared unless you engage with this feature. (Privacy Policy)
    Google YouTubeSome articles have YouTube videos embedded in them. (Privacy Policy)
    VimeoSome articles have Vimeo videos embedded in them. (Privacy Policy)
    PaypalThis is used for a registered author who enrolls in the HubPages Earnings program and requests to be paid via PayPal. No data is shared with Paypal unless you engage with this feature. (Privacy Policy)
    Facebook LoginYou can use this to streamline signing up for, or signing in to your Hubpages account. No data is shared with Facebook unless you engage with this feature. (Privacy Policy)
    MavenThis supports the Maven widget and search functionality. (Privacy Policy)
    Marketing
    Google AdSenseThis is an ad network. (Privacy Policy)
    Google DoubleClickGoogle provides ad serving technology and runs an ad network. (Privacy Policy)
    Index ExchangeThis is an ad network. (Privacy Policy)
    SovrnThis is an ad network. (Privacy Policy)
    Facebook AdsThis is an ad network. (Privacy Policy)
    Amazon Unified Ad MarketplaceThis is an ad network. (Privacy Policy)
    AppNexusThis is an ad network. (Privacy Policy)
    OpenxThis is an ad network. (Privacy Policy)
    Rubicon ProjectThis is an ad network. (Privacy Policy)
    TripleLiftThis is an ad network. (Privacy Policy)
    Say MediaWe partner with Say Media to deliver ad campaigns on our sites. (Privacy Policy)
    Remarketing PixelsWe may use remarketing pixels from advertising networks such as Google AdWords, Bing Ads, and Facebook in order to advertise the HubPages Service to people that have visited our sites.
    Conversion Tracking PixelsWe may use conversion tracking pixels from advertising networks such as Google AdWords, Bing Ads, and Facebook in order to identify when an advertisement has successfully resulted in the desired action, such as signing up for the HubPages Service or publishing an article on the HubPages Service.
    Statistics
    Author Google AnalyticsThis is used to provide traffic data and reports to the authors of articles on the HubPages Service. (Privacy Policy)
    ComscoreComScore is a media measurement and analytics company providing marketing data and analytics to enterprises, media and advertising agencies, and publishers. Non-consent will result in ComScore only processing obfuscated personal data. (Privacy Policy)
    Amazon Tracking PixelSome articles display amazon products as part of the Amazon Affiliate program, this pixel provides traffic statistics for those products (Privacy Policy)