In many companies, employees are faced with stress and anxiety factors that are beyond their control. High turnover, a remote corporate culture and a heavy workload often force them to integrate new colleagues. Cold management can accentuate discomfort, reinforcing isolation and the feeling of uselessness within teams. In this context, employees often feel helpless. However, social integration is a powerful lever: it promotes learning, performance and loyalty of new employees. A warm welcome builds confidence, accelerates skills development and eases pressure on existing teams.
In the columns of Psychology Todaypsychologist Gil Winch shares several keys to improving your well-being and strengthening the feeling of satisfaction at work, particularly when a new member joins the team.
Be Kind and Connect
Adopt a warm attitude towards all team members, and particularly towards new arrivals. Take the time to introduce yourself, ask them how they feel and support them in their integration.
Make it easier to remember first names
Meeting many people and remembering their first names is not always easy when you are new. Simplify this step with name badges, a job map with the names of employees, or mnemonic tips.
Share friendly breaks
Eating alone can reinforce feelings of isolation. Share your breaks and lunches with newbies. It’s an excellent opportunity to exchange ideas, build relationships and pass on practical advice such as busy times in the cafeteria, the simplest public transport, or even the cleanest toilets.
Offer informal visits
Accompany newbies on a tour of the premises to show them the different spaces and introduce them to your colleagues. This is very useful when you have to store a lot of new information. It is also an opportunity to exchange ideas in a relaxed setting.
Offer your help with administrative procedures
Each company has its own rules and formalities. Make yourself available to guide newcomers through these procedures: this will help reduce their stress and make it easier to take up a position.
“Although most employees are not managers and do not hold official power, everyone can act individually to improve their situation at work. By promoting the integration of new employees, particularly by taking into account social aspects that are often forgotten, we not only improve their long-term loyalty and commitment, but we also strengthen the feeling of personal effectiveness and autonomy, thus contributing to their overall emotional well-being”estimates Gil Winch.