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I believe that everyone's effort contribute to a teams' success. Yes, Team Lead should be responsible to make sure that the new employees are invloved in team activities.
Motivation is the key, and a simple act of recognizing your new employees achievements is already an act of motivation. Help them realize that work is fun, and if they love their work, work is no longer work at all, it will become their passion.
Yes, every new recruit/employee is the core responsibility of the Team leader. We need to nurture them with all the tools and information so that they perform to their best abilities.
A team leader needs to share his best practices and experiences with the new recruit inorder to develop them into a top performer.
we would have to make them comfortable and welcome them in the team , breifing them about the company profile and about our policy and procedures. making them adapt to our work environment. regular interactions with them along with the team . actively familiarising with our work and gradually making them involve in the job.
yes it falls under team lead responsibility. lead has to focus on new comers, motivate them look at what they are best at and encourage themn to improve that.
we have to ask them their opinions and let them speak about it. Appreciate their views
You have to activate the role of all employees even if they are new. This will support them a lot and will put them in a situation where they will be more effective.
Every Employee once he join the company should be given an Orientation training so that he can understand the organization culture, policies and procedure, Team Lead should ensure it. And Team Lead should highlight the ground rules, roles and responsibilities; making sure that the new employee is introduce and well adjusted in the team with all other colleagues to have best team output.
I belive in being motivated and motivate via rewarding professional environment for my team, by engaging in project along with them rather dictating and ensure being available for their concerns too.
We promote colleagues to advise their plan on upcoming projects, rather scheduling them for plans and this has shown huge difference in productivity and team attitude towards work.
Based on my experience there is no 1 rule that can work on all employees/ team members.
In each team you can find the passive, the enthusiast the believer the beginner the negative the destructive, etc.
First when building a team you should start by identifying the team member’s skills. It’s a critical phase yet important.
Share the team goal/objective and link to the company’s main goal. Set with them the team KPI and incentive them accordingly.
You need to focus on the negative destructive members (training, coaching, change of role, etc.) and in case of no change of behavior they can be considered toxic to your team and should be removed.
However when your team is already operating and new members join. You should make sure not to underestimate the importance of the induction phase. Properly train the new joiners and handle them the team’s objective, structure, KPI, meeting schedules, formal and informal gatherings let the new team members understand the culture to fit in it.
Constant follow up is important and key to the managers success.
Leaders unknowingly create tension with their employees when they expect them to behave like they do, rather than encouraging them to be their authentic selves. Opportunities are everywhere, but few leaders have the eyes to see them. When employees are encouraged to be themselves and not what others want them to be, they will begin to embrace an entrepreneurial attitude that wasn’t previously being leveraged – thus stimulating engagement.
Tension is created by leaders who don’t take the time to engage with their employees. When an employee feels that their leader doesn’t care – or is disingenuous about their career and future opportunities, they may begin to shut down and grow bitter. Employees respect leaders that allow them to use their most natural skills and characteristics. Employees are most engaged when they don’t feel confined to an environment of limitations and constraints.
Keep it simple, lead by example.
