Question:
Hello! I recently had a new team member join my firm who I feel is having a hard time finding their place. The other day I overheard them tell a colleague that they did not think they belonged here. I like to consider myself a good team leader; I emphasize, empower and fight alongside and for my team. Is there more I could be doing? Thanks!
Murtaza Says:
I love how you framed the question. Even the best leaders need a touchup every once in a while. You’re a great example of selfless leadership and I commend you for that! If we had more people thinking like you do, oh how far we could reach!
There is a strong connection between a sense of belonging and employee engagement. Engaged employees are often loyal to the company and give great customer service. Developing a sense of belonging also helps build an effective team as it creates the feeling of camaraderie within a team.
“Engaged employees are often loyal to the company and give great customer service.”
First and foremost we have to answer this important question: Does my new recruit want to be here? Perhaps their comments are coming from a place of uncertainty in their own career plans rather than a statement on your work culture. It is not solely our responsibility to make anyone belong where we do. When we hire, we acknowledge a gap that needs filling so the recruit already has a place. If the recruit is willing to do so, here’s how you can help from your end:
1. Establish Trust
Arrange for the new employee to spend a whole week with a different staff member with the objectives of learning and getting to know one another. If for instance, your team has 5 people, the new employee spend time with one host for the week to help them an understanding for the job, the organizational culture and hopefully spark friendship with the ‘host’.
At the beginning of each week, have a checklist of 3 to 4 things the host will teach the new employee. At the end of the week, review the checklist; see what worked, what did not and where improvements can be made.
In this way every new recruit is built by the existing staff and trust is built between the employees. This will also help the new employee learn quicker while developing relationships in a more comfortable setting.
2. Recognize their efforts
Too often we catch people doing the wrong thing and we punish them publicly. Let’s switch that up; catch employees doing the right thing and publicly acknowledge it. This will build their confidence and improve performance. A few simple inexpensive ways to do this are:
- Compliments e.g. “Job well done!”, “Congratulations on landing such a huge client!”, etc.
- Awards e.g. Employee Of The Month
- Work anniversary celebrations
“Catch employees doing the right thing and publicly acknowledge it to build their confidence and improve performance.”
3. Give constructive feedback
Do use the time during your weekly check-ins as mentoring sessions. Provide the employee with as much constructive feedback on their performance. Suggest areas of improvement. We must always communicate mindfully, intentionally and constructively especially when giving feedback. Helpful tips on what to do, what not to do and how best to go about it will be greatly appreciated and reduce the learning curve.
More than that, when an employee observes growth potential and are mentored in their work, they see themselves as part of the organization. It is even better when they see the whole team come together to help them grown. That is where you build a culture of teamwork.
If you have used these tips or plan to, let me know how your team responds either in the comments or via message.