employee integration

Leading a team was never easy but nowadays it has become even harder because of the technological and economic changes that impact how companies operate. The external environment impact is high and adds challenges that team leaders didn’t have before, at least not in the context they are in now. 

Companies have faced technological changes before, restructured work and reduced the workforce before, but it seems that this time it’s at a larger scale.

With all the technological changes happening right now and continuing to develop in the future, it’s very likely that you’ll need to make changes in your employees’ roles and reorganize work. Some activities will become automated, new tools will be used, and work will need to be reorganized.

These changes are not always easy because they can create insecurity, confusion, tension, and disengagement among employees. You need to handle different aspects of these changes and involve the right people to help you make the right decisions.

The first months of a new employee in the company are critical not only for the new employee, but also for the rest of the team members and for the company itself.

The integration, or the induction or onboarding process -as it’s also called, is not only about the documents a new hire needs to read and sign, the company tour, meetings with other employees, desk or office preparations, or IT access and tools. An important part of it is what the direct manager does to integrate the new employee. And this part of the integration process is what we’ll talk about in this blog post. But first, let’s see what are the effects of poor integration.