As your company grows, you quickly realize that new hires play a pivotal role in your success.
Making the right hiring decisions is game-changing because you want to maintain a productive, cohesive team and strive for continuous performance improvement.
Once the offer is accepted, your work isn't finished! The next step is ensuring that the new team member feels integrated and understands how they're expected to contribute.
Keep reading to discover techniques on how to welcome a new team member and learn about the milestones that indicate you've made a successful hire.
Welcoming a new team member is more than a simple introduction: it's the first step in building trust and clear expectations.
This is especially true for remote teams, where establishing a clear, engaging process is key to making newcomers feel part of the team from the very start.
According to Strider's expertise in helping create high-performing tech teams around the globe, we break the welcome process into three clear phases: preboarding, onboarding, and follow-ups.
Before the new hire's first day, preboarding lays the foundation for a successful experience.
This phase is all about keeping the newcomer excited and informed.
For remote teams, preboarding can include providing access to the team's documentation, setting up their work email and calendar, and giving clear instructions on what to expect during the early days.
This approach helps reduce first-day jitters and builds anticipation for what's ahead.
A structured onboarding process is crucial for introducing the company’s services, internal teams, and overall value to the market.
During onboarding, it's important to clearly explain the company's mission, values, and culture.
This phase connects each internal team with the main services provided, giving the new hire a solid understanding of how the organization operates and where they fit in.
Regular check-ins in the first days and weeks ensure the new hire is settling in well. Follow-ups typically involve sessions with leadership and HR representatives.
These sessions address any technical questions with the manager, while also confirming that the overall welcoming experience meets the new hire’s needs.
Regular follow-ups are essential for early identification and resolution of any issues, making sure the new team member feels supported every step of the way.
Integrating your current team into the welcome process plays a key role in making new hires feel comfortable and valued right from the start.
Since these employees will work closely with the newcomer, they must take part in the introduction sessions.
When the team collectively expresses enthusiasm, it not only eases the new hire’s transition but also reinforces clear expectations for ongoing collaboration.
Moreover, involving team members in the onboarding process offers a unique chance to review and refine internal procedures. This collaborative approach helps the new hire acclimate quickly while also promoting a culture of continuous improvement.
As a result, it leads the team to a more efficient and well-organized operation overall.
A strong connection between the new hire and their team is crucial for fostering integration and creating a comfortable space for questions and collaboration.
One effective way of strengthening this bond is by implementing buddy or mentoring programs. These programs allow new hires to connect with experienced team members who can guide their early steps within the company.
In an ideal scenario, a mentor should be someone who can provide technical feedback on the newcomer’s first deliverables, while also embodying the team’s culture and values.
This mentor should be respected by peers and act as a positive influence on the newcomer.
In contrast, a buddy might focus more on practical support rather than technical guidance, helping the new hire through the social and organizational aspects of their new role.
Buddying or mentoring programs typically include:
This approach supports the new hire’s technical and cultural integration while also encouraging continuous improvement within the team.
Joining a new team can feel overwhelming, especially when so much information—people, tasks, tools, goals, and processes—comes your way at once.
To prevent overload, it's key for managers to set achievable milestones based on the time that has passed since the new hire joined.
This phased approach gives a senior developer, especially one working remotely, the time to acclimate, understand their role, and get comfortable with how the company operates.
Here’s a suggested breakdown:
At this early stage, the focus is on laying a solid foundation. Milestones might include:
Check-in by: HR and the immediate manager.
Check-in by: IT support and the immediate manager.
Check-in by: the assigned mentor or team lead.
Check-in by: the immediate manager.
Check-in by: the direct manager.
With the basics in place, the next phase emphasizes deeper integration and growing responsibilities.
Check-in by: team lead or mentor.
Check-in by: the immediate manager.
Check-in by: An HR representative.
Check-in by: the team lead.
Check-in by: the direct manager.
By the three-month mark, the new hire should be well integrated and ready for long-term success. Key milestones may include:
Check-in by: the direct manager.
Check-in by: the mentor or team lead.
Check-in by: the manager and mentor.
Check-in by: HR and the immediate manager.
Check-in by: the direct manager and HR representative.
After the first 90 days, managers have a clearer picture of a new hire’s strengths and areas for growth.
By this point, the new hire should also understand the company’s career plan, setting the stage for long-term collaboration.
Now, the conversation shifts from immediate integration to ongoing development, with discussions focusing on what’s expected for future progress, the dependencies (such as achieving individual goals), and what a promotion might entail in terms of expanded responsibilities and salary adjustments.
The approach to career development can vary depending on the hiring model:
In summary, a warm and structured welcome goes a long way in ensuring new hires feel integrated and ready to contribute.
By involving the entire team, you not only ease the newcomer into the culture but also refine your internal processes.
Building strong bonds through buddy and mentoring programs and setting clear milestones for the first 30, 60, and 90 days provides a roadmap that supports growth from day one, regardless of the chosen hiring model.
Keep building your global, high-performing team. Our next suggested read is Why Candidates Decline Your Job Offer: learn what causes top developers to overlook your job offer and how to make your company stand out in your niche.