Bringing in a new team member successfully can be tricky.

1. New Team Member?
No Problem!

2. First, you hire an awesome new team
member and get really excited about
their potential contributions to the
group. Life is going to be great when
they join!
But, when the new team member
finally arrives, you start feeling
burdened by the time it takes to show
them the ropes.
LIABILITY
OR
ASSET?
© 2015 Rhythm Systems, Inc.

3. “I thought life was going to get better, but it seems more
stressful.”

4. © 2015 Rhythm Systems, Inc.
HOW CAN I AVOID
THIS?

5. Ultimately, it’s your choice to introduce your new employee as a
strong addition to your group rather than as a weight that’s
holding it down.

6. There is both an art and a science to
team building.
Augmenting an existing team by
haphazardly introducing a new
member usually inspires feelings of
anxiety from the new member,
aggravation from the managerial
staff, and irritation from the
preexisting team members.
TEAM
BUILDING
© 2015 Rhythm Systems, Inc.

7. © 2015 Rhythm Systems, Inc.
THERE’S A BETTER
WAY

8. Successful team building after a new hire comes from
eliminating the notion of adding a “new member” and changing
the focus to creating a “new team.”

9. Set the tone with a “great first day.”
Tips for building a coherent
team with new talent:
1
2
3
4
Show them your playbook.
Paint them a picture of success.
Provide a bold new future.
© 2015 Rhythm Systems, Inc.

10. “Do you spend more money on going away parties when
someone leaves the company than you do on welcome parties
when someone joins?”
- Jack Daly

11. • Be intentional in your onboarding process.
• Create a plan for your new employee’s first few days, not
just their first hour. A week or two before your new hire’s first
day, create an hour-by-hour action plan for their first
experiences in their new “home.”
• Skip the HR paperwork blizzard and introduce them to their
new coworkers in a way that makes everyone excited.
• Make the addition of your new team member a point of
festivity and comradery for everyone.
Great First Day
© 2015 Rhythm Systems, Inc.
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12. A “Great First Day” really is a
celebration for the entire
company, and as a result,
people feel welcomed,
appreciated and planned for.
At Rhythm Systems, this
practice has become a way that
we live one of our own core
values: Be Appreciative.
CELEBRATE
© 2015 Rhythm Systems, Inc.

13. If you added Michael Jordan to your team and never taught him
the plays or told him what position he had to play, he would
have failed.

14. • If you don’t introduce your new team members to your
existing processes, they don’t have much of a chance at
success.
• Prepare to make them successful, don’t just throw them into
their new position and hope they “figure it out.”
• Consider the old adage made famous by Donald Rumsfeld;
“We don’t know what we don’t know.”
• Your new employee doesn’t know what you haven’t shown
them. Outline not only their job duties, but show them what
everyone else is responsible for as well.
Show Them Your Playbook
© 2015 Rhythm Systems, Inc.
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15. At Rhythm Systems, we use job
scorecards that help outline and set
expectations around KPIs and the
expected results from the
employees.
With a scorecard, your new
employee will know what everyone
on their team does and who to
pass the ball to next.
CLARIFY
© 2015 Rhythm Systems, Inc.

16. Show your new employee what their success looks like. And
not just for them, but for everyone and the company.

17. • If you are the new employee’s immediate supervisor, take
some time to describe what their success looks like in their
new position.
• Does it mean they turn things in on time? Does it mean they
use the last hour of their day to develop new projects?
• Whatever the definition of “victory” is for them, make sure
they understand what is expected. Make sure you discuss
their individual contributions to the team and who can help
them reach their goals.
Paint Them a Picture of Success
© 2015 Rhythm Systems, Inc.
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18. © 2015 Rhythm Systems, Inc.
DON’T STOP
THERE

19. Describe and discuss what equals
their department’s success and the
company’s success as well. And
have that information come from
the experts.
At Rhythm Systems, for example,
all new employees meet with me or
my co-founder to review the
company’s strategic plan and
understand the company’s core
values and future.
COLLABORATE
© 2015 Rhythm Systems, Inc.

20. Every new hire is unique and requires nurturing to ensure their
growth into a well-rounded, fully developed, and effective team
member.

21. • Make it your choice to help the new hire succeed after they
are brought on board.
• At Rhythm Systems, we want to help companies ensure all
their employees—new and seasoned—are enthusiastic and
ready to contribute to the team.
• Contact me at cindy@rhythmsystems.com to learn how we
can help you with practical steps to drive individual
performance and build teams.
Provide a Bold New Future
© 2015 Rhythm Systems, Inc.
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