the new guy at the office

How do you deal with a newly hired employee? It could be your chance of making the best or the worst impression. But more than that, it could be your only chance of gaining his or her trust.

Dealing with the new guy at work is something you will have to face sooner or later. There will be a new addition to the team and it will be your job to guide them and make them feel comfortable with not only the responsibilities but also the place.

Step 1: Preparation
Before the employee joins the company, you need to be prepared for them to be a part of your organization. Besides getting the logistics ready, make sure the environment is right. Just try and remember your first day at work. Aditya Malla, Operations Officer at CloudFactory has some tips on how to prepare.
“The time prior to the employee joining the organization is really the backbone of the briefing or the orientation. Few things you should keep in mind are:

  • Are all essentials for the employee ready?
  • Does the employee’s supervisor have an off day?
  • Arrange access to technology and documents related to work for the employee, and
  • Assign a mentor to the employee.”

Step 2: Introduction
Much of what we do in life is learned in the early stages of our life. So welcoming a new employee is quite similar to welcoming the new guy at school.

  • The school
  • Explain organizational goals and visions very clearly to the new employee. Aditya talks about three things that are absolutely essential to describe when we have a new employee:
  • The organization’s culture: do not leave out specific details that will blow up in your face later.
  • The organization’s mission and objectives.
  • You do not want to miss out on rules, regulations and procedures.


  • The classrooms
  • Remember how you showed your new friend around the school? A new employee requires an introduction to work basics. There will be a job description but then you have to brief them about the “everyday” of work. What are they required to do every day? What and who are they responsible for?

“Briefing a new employee about the organization and its culture is usually limited to just a day or two. Personally, I believe briefing a new employee is a long process that can take up to a month or more,” says Aditya.


  • The other students
  • Don’t be all professional. Show them the cafeteria and people they are likely to get along with – people who have similar interests for instance. Informal introductions can help establish camaraderie. “The first day should be a pleasant experience for new employees,” shares Aditya.
  • If you want a checklist, here is what Aditya suggests:
    Assign a staff member, preferably from the HR department, to greet the employee and give him a brief orientation.
    Take a tour of the physical premises of the office and let the employee in on specific details.
    Introduce the employee to not just his supervisors but also to colleagues and co-workers. Explain their roles and responsibilities briefly.
  • Cover basic details such as salary compensations, employee access area, lunch hours and so on.
  • Cover job specific details such as organization goals, values and expectations. Also make sure you discuss career growth opportunities.

Step 3: Settling in

  • For the first few months or even a year, this person will need settling in. It takes time to get used to a new organization.
  • Aditya Malla suggests:
    Having meetings to discuss his progress, views on the organization, rules, and policies. Try and find out how he feels about the organization.
  • Assuring the employee that his supervisor will always be there to help.
    Please assign meaningful work and don’t bully the employee.
    As an entrepreneur, make sure you start and stay on the right foot. “Business heads tend to forget that not everyone is the same. Understanding this simple fact and that each employee’s needs and wants are different can really motivate the employee.
    “You also need to make sure that the employee knows about the overall goals and mission of the company. You have to make absolutely sure that everybody is clear about what they need to do. Their roles and responsibilities should be clear. This saves a whole lot of time and conflict,” shares Aditya.

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