What's one thing you do during onboarding to foster connections between new hires and existing team members? What impact have you observed?

Question

Effective onboarding is crucial for integrating new hires and fostering a cohesive work environment. This article explores proven strategies to connect new employees with their teams, drawing from expert insights in the field. From assigning team buddies to facilitating cross-departmental introductions, these methods aim to create a welcoming and productive atmosphere for newcomers.

Wendy Makinson · Answer

We incorporate existing team members into the onboarding process for both training purposes and to show new hires exactly what they do.
Essentially, we provide a snapshot of the daily workings of all existing employees so that new hires can really understand everyone's role. This approach also prompts initial connections as we're facilitating introductions right from day one during onboarding.

Vikrant Bhalodia · Answer

We've found that pairing every new hire with a "team buddy" in their first month helps them settle in faster. This is not about assigning a mentor for work tasks. It's more about giving them someone they can turn to for casual conversations, introductions, and those little cultural nuances that aren't documented anywhere.
We also host a quick meet-and-share session in their first week where the new hire and team members exchange fun facts about themselves. It sounds simple, but it provides everyone with easy conversation starters and breaks the initial awkwardness.
We have observed that this approach helps new hires feel part of the group much sooner. They are more likely to join conversations in team chats and speak up in meetings. The nervous adjustment period doesn't linger, and they're more confident from the beginning.

Dan Grigin · Answer

New installers complete their first three jobs with different experienced team members, not just one mentor. This approach prevents personality clashes and exposes them to various techniques. By week three, they've built relationships across the team and learned multiple approaches to common challenges. Although it takes longer, this method creates stronger team cohesion and produces more versatile installers.

Amy Mayer · Answer

There are companies that offer "team speed networking" during onboarding, where the new hire sits with team members for quick, rotating chats. It's informal, it's fun, and it gets everyone on the same page quickly about positions, personalities, and communication styles. From reports, this approach seems to work; just by meeting early on, new hires aren't as lonely, and teams find it easier to collaborate. This bond provides comfort that reduces friction later on and establishes trust before anyone is thrown into difficult situations.

Andrew Osborne · Answer

One thing I do during onboarding is pair every new hire with a senior team member for their first two weeks. It's not just about shadowing them on the job. It's about getting involved in real work straight away while also having someone who can explain our approach, our standards, and the reasoning behind the decisions we make in the field. This mentoring setup creates trust early on and gives new hires someone to turn to for both technical guidance and cultural understanding. Because I've worked across a wide range of gardening and landscaping roles for over 15 years and hold a horticulture qualification, I've trained my team to pass on not just the what but the why of good garden care. We focus on practical experience backed by knowledge, whether we're pruning fruit trees or diagnosing soil issues.
One example that stands out is when we brought on a young man who was new to the industry. He was inexperienced but eager. I paired him with one of our most experienced gardeners who had worked with me on dozens of detailed landscaping projects. Within a few weeks, the new hire wasn't just picking up the physical side of the work. He was starting to understand plant behavior and make confident suggestions to clients under supervision. Now he's leading small jobs himself. That kind of growth happens because we don't just throw people in. We connect them with experienced hands, and we share the depth of knowledge I've built through years of learning and doing.

Alex Cornici · Answer

I've found that setting up small, informal coffee chats between new hires and current team members works wonders. In the first week, I usually pair each new person with a different employee every day. It's just 15-20 minutes where they can talk about anything, not just work. This gives everyone a chance to relax and share a bit about who they are outside of their job roles.
The impact has been quite noticeable. People start to feel at ease much quicker, and the sense of team unity strengthens right from the start. There's a noticeable difference in how smoothly projects run when team members are more familiar with each other personally. Plus, these chats often help in building a supportive network, which comes in handy during hectic work phases. Take it from me, when folks get to know each other as individuals, collaboration becomes so much more effective.

Max Shak · Answer

One thing I've made a core part of our onboarding is intentional peer introductions — but not in a generic "meet the team" kind of way. We pair every new hire with a few existing team members across departments for short, informal one-on-one conversations during their first week. These aren't job shadowing sessions or technical overviews — they're human check-ins. The goal is to create space for real conversations beyond titles and tasks.
I usually kick off these introductions by sharing a simple prompt we've found incredibly effective: "What's one thing you wish you knew in your first month here?" It sounds casual, but it opens the door to honest, helpful exchanges and allows new hires to get a sense of the culture directly from their peers — not filtered through HR or leadership.
The impact has been clear. New hires feel more confident and connected much faster, and the informal network they build early on becomes a natural support system. We've seen this reduce ramp-up time and improve retention, but even more importantly, it's helped maintain a strong sense of cohesion as we've grown. When people feel like they're part of the team from day one — not just an addition to it — they ask better questions, take more initiative, and contribute with a stronger sense of ownership.
Culture doesn't just come from all-hands meetings or company values on the wall. It comes from relationships — and those relationships start with conversations. That's why we invest in them early. It's not complicated, but it's one of the most effective things we've done to keep our team aligned and engaged as we scale.

Vasilii Kiselev · Answer

At Legacy Online School, as part of the onboarding process, we do something very straightforward yet impactful: we have an informal "meet the team" virtual coffee chat. It's not about diving headfirst into work — it's about connecting on a human level.
We invite each person to share a little about themselves: how they got into the profession, what they enjoy doing outside of work, and even a fun personal tidbit. It's all intended to break the ice and welcome new hires into the family from day one, rather than treating them as just another cog in the machine.
The impact has been significant. New staff members feel wonderfully welcomed and valued immediately. They're not just being taught about the company; they're starting to see how they're part of something bigger. It builds trust, sparks teamwork, and makes the work environment more open and friendly.
I think it's the small things like this that really go a long way towards setting a good work culture, especially in a remote environment. It's about making real connections rather than simply checking items off a checklist.

Robbert Bink · Answer

Establishing a successful mentoring relationship involves understanding that each individual brings unique strengths and challenges to the table. From personal experience, one of the most impactful strategies is fostering open and honest communication from the start. This means creating a safe space where questions, feedback, and concerns can be shared without hesitation. For instance, as a mentor, actively listening and asking thoughtful questions can help uncover the mentee's specific aspirations or obstacles they face. On the other hand, mentees who come prepared with clear needs or areas of focus often achieve faster growth.
Professionally, it is also important to set a rhythm for regular check-ins and make time for mutual reflection on progress. This ensures that both sides remain aligned and that the mentoring relationship evolves in a way that serves its intended purpose. A mentorship rooted in trust and mutual effort helps mentees not only develop skills but also gain the confidence to tackle complex challenges independently.

John Reese · Answer

Since we operate as a remotely managed facility, building team connection during onboarding requires a more intentional approach. One strategy we implement is scheduling a casual video introduction where new team members can meet key people they'll interact with, such as our remote support staff or maintenance contacts. It's not a formal meeting, but rather an opportunity to say hello, learn about everyone's roles, and initiate conversations.
This small step helps new hires feel like part of the team from the beginning, even if they don't see coworkers daily. It also creates a sense of shared purpose and facilitates better communication. We've found that this early connection makes team members more comfortable asking questions, taking initiative, and staying engaged in the long term.

Matt Ward · Answer

One thing I always make time for during onboarding is a personal sit-down with the new hire, just the two of us. We talk about more than just work. We delve into what drives them, what success looks like for them, and how they prefer to communicate. From there, I introduce them to the team in a way that highlights what makes them valuable. I don't simply hand them a binder and hope they figure it out. I walk them through our process and culture in real time, and I pair them up with a team member whom I think they'll genuinely connect with. It's not about shadowing for the sake of it. It's about shared trust and shared wins from day one. 
What I've observed is that when someone feels seen, not just trained, they gain confidence faster. They start contributing sooner. And the team responds to that energy. It creates a ripple effect where the whole group becomes more invested in each other. We're in real estate, but we're also in the business of people. That mindset starts during onboarding, and it's one of the reasons our team sticks together and performs at a high level.

Steve Schwab · Answer

Introducing new hires to our existing team members is the very first thing we do on their first day. Before we have them complete their paperwork or start any training, we introduce them to each team member. This starts off their employment with us by establishing those connections, and the goal is to make sure new hires instantly feel connected with the team. We believe this helps make the onboarding process and first day feel less stressful.

Mike Fretto · Answer

I ensure that connecting new hires with the team is one of the first priorities when onboarding them. It is helpful to get them acquainted with the team right away — especially the people they are going to be working with most directly. This helps them feel more connected to the team immediately on their first day, and it lets them see who they can go to for different questions as they go through training.

Building Connections: How to Onboard New Hires

Building Connections: How to Onboard New Hires

Integrate Team Members into Onboarding Process

Assign Team Buddies for Smoother Integration

Rotate New Hires Among Experienced Team Members

Implement Team Speed Networking During Onboarding

Pair New Hires with Senior Members

Schedule Informal Coffee Chats with Teammates

Facilitate Intentional Peer Introductions Across Departments

Host Virtual Coffee Chats for Remote Teams

Foster Open Communication in Mentoring Relationships

Arrange Video Introductions for Remote Teams

Conduct Personal Sit-Downs with New Hires

Prioritize Team Introductions on Day One

Connect New Hires with Direct Colleagues Immediately

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