Starting a new job is always a big deal, both for the new hire and the manager. As a line manager, the way you welcome and support your new team member can make all the difference in how they feel about their role and your team.
A positive onboarding experience sets the tone for long-term engagement and productivity, making it essential to prioritise this relationship from day one. So with that being said, here are some practical tips to get your employee relationship off to a great start.
1. Give them recognition at the end of the first week
The first week is crucial for setting the tone. Why not make it a tradition to send your newest team member a positive message at the end of their first week? At Hive we use Hive Fives, our peer to peer recognition tool designed to make someone’s day with a small positive message of “thanks”, or a “well done” for something they’ve done. If you use Slack, this feature can be integrated, so your appreciation can be shared company-wide, allowing everyone to join in on the recognition.
A quick, thoughtful “great job!” not only acknowledges their effort but shows you’re paying attention and that their contributions matter from day one.
This simple gesture can have a significant impact on their morale. Whether it’s a quick message of appreciation or a shoutout during a team meeting, recognising their hard work helps build confidence and shows that you value their contributions.
2. Ensure access to training resources
Make sure your new hire has access to all the necessary training resources from day one. There’s nothing more frustrating than starting a new role and feeling unprepared or left in the dark about how to get up to speed.
Give them a clear roadmap of their training schedule, along with any materials they need to review, and introduce them to key departments they might find helpful. Encouraging a “no questions off limits” approach can make a big difference in those first few weeks. What seems obvious to seasoned employees might not be so clear to a new starter, so creating that open environment is key.
If your organisation has a knowledge base where they can easily find training documents, videos, or links to online modules to have at hand can also empower them to learn at their own pace and feel more confident in their new role. Confirming that they have the right resources not only helps them feel prepared but also demonstrates your commitment to their professional development.
3. Introduce the open door policy
Encourage open communication from the very beginning. With Hive, our Open Door feature gives your employees the freedom to confidentially share ideas, feedback, and concerns at any time. So pointing your people to tools like this can be a great way to build trust and ensure they feel supported right from the start.
Giving feedback in a new company can feel daunting, especially in the first few weeks. You might worry about overstepping, but as a line manager, feedback from a fresh perspective—whether it’s about operations or the onboarding process—can be incredibly valuable. As the saying goes, just because something’s always been done a certain way doesn’t mean it has to stay that way.
Make sure they know their thoughts are valued and that their feedback will be treated with confidentiality and respect. By creating a safe space for open dialogue, you lay the groundwork for a strong, trusting employee-manager relationship.
4. Set clear expectations for feedback
Building a culture of feedback is crucial. At Hive, we always recommend that line managers inform new hires about when to expect their first survey and how their feedback will be used.
This not only sets clear expectations but also shows that their input is valued from day one. When employees know their voice matters and understand how their feedback contributes to improvements, it encourages open communication and builds trust, which is key to their long-term engagement and success.
For example, you might explain that after their first month, they will receive an onboarding survey via Hive. This survey is designed to gather feedback about their experiences and any challenges they might be facing. By providing them with a specific timeframe, you help them know what to expect and by naming Hive, you allow them to get familiar with the platform beforehand.
Communicating this timeline not only prepares them but also underscores your commitment to continuous improvement based on their input. When employees see that their feedback leads to meaningful changes, it reinforces their sense of belonging and investment in the organisation.
5. Encourage goal setting and development plans
In your initial meetings, discuss their short-term and long-term goals. Performance management tools to collaborate on setting clear, achievable objectives can be helpful for this.
This approach not only aligns their personal aspirations with team goals but also demonstrates your investment in their development. Regularly revisiting these goals and offering support can help maintain motivation and engagement. And along the way, if they are hitting their goals, giving them recognition whether it’s via a digital tool like Hive Fives, or a mention in a team meeting, can really go a long way.
6. Schedule regular check-ins
Make one-on-one check-ins a regular thing. Whether you meet weekly or bi-weekly, these chats are a great chance to catch up on progress, tackle any concerns, and celebrate wins together. Plus, they give you the opportunity to highlight and compliment any digital tools like surveys, ongoing feedback platforms like Hive Open Door, and recognition systems like Hive Fives.
While many folks appreciate the convenience of digital tools to share honest feedback without worrying about any backlash, others really enjoy the personal touch of face-to-face conversations. These in-person chats can help build trust and allow team members to connect with their line manager, making it easier to discuss any issues or share positive experiences.
This regular interaction helps reinforce a supportive environment and keeps communication channels open.
7. Foster team Connections
Encourage your new hire to connect with the team. Introduce them to team members whether that’s in-person or digitally with tools like Slack or Teams, and why not set up some casual team-building activities?
These interactions can really help new employees feel like they’re part of the group and boost their sense of belonging. It’s all about making those connections and creating a friendly atmosphere.
8. Lead by example
Lead by example and show your new employee the behaviours you want to see. Be open, transparent, and accountable in your interactions with them. When you model these qualities, you’re not just talking the talk; you’re setting the standard for how they should approach their own relationships within the team.
For instance, if you regularly ask for feedback and genuinely listen to their ideas, you create a culture where they feel comfortable doing the same. Share your own experiences and let them know that it’s okay to ask questions and seek help when needed. This way, you’re not only building trust but also encouraging a supportive atmosphere where everyone feels valued.
By taking these proactive steps to build a positive relationship with your new hire, you can set the stage for a successful partnership.
Ensuring they have access to the right training resources, employee voice tools, and maintaining open lines of communication all contribute to a culture of collaboration and support. Remember, the goal is to create an environment where your employee feels valued, engaged, and empowered to contribute their best work. Start strong, and watch your team thrive!
