happy Friday! I am about to have 6 employees join my team (re-structuring). My current team is a high-performing team, bonded, and high level of trust. The culture of the team from where the 6 are coming is slightly different, with 3 of them underperforming. Any suggestions / tips to integrate new team members to my team, and not break the existing team bond and performance expectations. Looking for your personal 1-2 tips that have worked or you have seen work in the past?

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So, on top of everything, I would suggest that you remember that restructuring can be hard on folks especially with new bosses and if there was any layoffs involved.

1) I would suggest having a team norms conversation with everyone. How the original team works and does any of that need to change with the inclusion of the new members. - Remember you might have to change how you operate because your team has grown too.
-this will level set expectations for the entire team.

2) As for the incoming teams, I would treat them as if they are coming in with a clean slate in terms of a performance.

3) if you have enough original folks to match the incoming folks, I would try to pair an original team member with an incoming team member.

4) Additional management involvement should happen during the first few months. The culture of the team starts with your leadership.

Treat this like this is a new team that you are trying to build. You might find the under performers could actually be as strong as your over performers.

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Love love love

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I think the suggestions about from Project Leader 1 are great. Also, since your existing team members are high performers , perhaps this is an opportunity for them to develop people management/mentorship skills? While I agree it’s best to give the newer members a “clean slate” in terms of performance, in the case that they aren’t at the same level as your current team members, having more senior/higher performing peers really lean in, help out, and get the newer members set up for successful would be really great all around. This gives the new people all the help they need, and gives you existing team a chance to practice and develop some extremely valuable skills regarding mentorship:management/career development of others.

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Great ideas - Thank you for your response!

Definitely start of having both a team meeting and individual meetings with them, get an idea of their goals, questions, concerns. Then you can lay out how you feel the team should run and set expectations from the beginning while making sure they know you are aware of how they want to be supported. Sometimes an underperforming associate is just an unsupported associate.

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Thank you! That’s true and underperforming could just me an unsupported team member.

What a wonderful thread! I’m saving this for the future.

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