3 Ways ‘Integration’ Companions Benefit New Employees

Welcoming a new employee into the organization can be, both, a lively and daunting occasion. Although managers largely dictate how a new employee’s first few weeks turn out, a more inclusive and team-oriented approach can make sure that the overall experience is happy and fulfilling.

Over the past few decades, organizations around the world have put in a lot of time and effort into perfecting the art of onboarding new employees. Initial results suggested that even the simple act of a one-on-one meeting between a manager and their new hire during the first week has an extraordinarily positive influence.

Further research has brought yet another startling, but glaring, conclusion to light: Integration companions play a crucial role in making new employees feel settled and valued.

So here are three ways in which the practice of providing integration companions benefit new hires:

1. How the Workplace Runs

Established employees know the ins and outs of how the organization operates, to what extent they can pursue their roles and responsibilities, and where the next PowerPoint meeting takes place! Meanwhile, new employees simply do not have access to information in such granular detail, even if there is a workplace manual to ease the transition. Without understanding how their workplace operates, new hires are unlikely to make a meaningful contribution towards the organization’s success.

Integration companions, on the other hand, are able to provide information that is only gained by reading between the lines of the employee handbook. From identifying relevant stakeholders in any specific situation to navigating organizational hierarchy to tackling culture norms and following the unspoken rules of the jungle, they are crucial for enabling a smooth transition into a new workplace.

2. Being Productive Faster

There is one common theme running through both organization and its newest employees: the ability to work productively as soon as possible. A company’s natural instinct, once it has closed an open position with the required skillset, is to expect a swift return on investment. A new employee, on the other hand, is caught in a balancing act, between being productive and needing a period of adjustment to settle into the job.

This is where integration companions come in handy. The more often they meet new hires during the first 90 days, the better the new hire’s valuation of their own productivity. Chalk it down as a Jedi mind trick or some simple emotional support, but integration companions help lower anxiety and raise confidence among new employees. The timing of this additional layer of support –– within the first 90 days of joining an organization –– is what really makes it standout.

3. Improve Satisfaction

First, or in this case early, impressions are crucial. A new hire’s experience during their first 90 days goes a long way in influencing how their stint at an organization will eventually turn out. Add to that the immense pressure to deliver, the sheer willpower required to overcome challenges, and the constant urge to prove oneself in a complex global organization.

Facing such formidable opponents all alone is not something anyone would volunteer for, especially when research suggests that, after their first week in a new job, new employees with companions are more satisfied with their integration process than those who don’t by more than 20 per cent! New hires seem to treat support from companions as encouragement from their manager and the whole team.

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