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New team member introduction
January 31, 2019 Anniversary Wishes For Parents 5 comments

This is a new employee announcement email template to introduce a new hire. Modify A member of the HR team or the hiring manager can send this email to .

In an ideal hiring world, you’d have stacks of quality candidates waiting in the wings to fill any new job opening that gets thrown your way. You wouldn’t need to fret over job postings, resume reviews, or how long it’s taking to get someone hired. Sounds dreamy, right?

However, the truth of the matter is that this document does more than just alert current employees that there’s a newbie in the company. It gives them critical information about how they can expect to work with this person, and it sets the tone for how they’ll treat this person.

Furthermore, it’s just one part of what should be a larger strategy to make the new addition to the company feel comfortable and valued. The first week can be nerve-wracking for even the most seasoned workers, so little tools like a well-written and welcoming introduction letter to new employee email can go a long way in getting new hires settled and making them feel good about their decision to become part of your company.

Before you put pen to paper, have a look at the introduction letter to new employee email sample below and make sure you have the following info to include:

• First and last name of new hire

• Official job title of new hire

• Name of person new hire will report to

• Department/team new hire will join

• Contact information of new hire

• Optional: new hire’s past work experience, education, interests, outside-of-work activities, etc.

Want to use this letter?     Use sample

Introduction Letter for a New Employee Email

Subject Line: Welcome Jill Denton to Mango!

Dear Mango-ers,

Please give a big, warm welcome to Jill Denton, who joins the team this week as our first official Junior Administrative Assistant!

As the newest addition to our Executive Administrative department, she’ll report directly to Barbara Smits and will help support Mango’s top HR executives. That includes calendar management, appointment scheduling, and much more.

Jill, who’s currently finishing her Associate’s Degree in Nursing at Churchill College of Health Sciences, impressed everyone on the selection team with her past project management experience and her can-do attitude.

I’m also sure that many of you will be excited to have another avid cyclist join the company, as well as a self-professed amateur baker.

Please take some time out of your busy schedules over the course of the next week to personally introduce yourself and to give Jill a friendly Mango welcome. You can find her just outside of SVP of Human Resources Kellan Propel’s desk, toward the back of the third floor. You can also contact her at 919-919-9191 ext. 919 or via email at [email protected]

Thank you,

Jenny Wilson

Once you’re happy with your introduction letter for a new employee email, don’t forget to ask for a headshot to go with your message. Including a picture makes it simple for fellow team members to recognize the new hire, and it’s also one more way you can give everyone an indication of this person’s personality.

Similarly, you may want to consider embedding links to the new hire’s online portfolio/LinkedIn profile (if they have one) or attaching any relevant past work that the new hire is particularly proud of.

Then, before you press ‘send,’ give your letter one more read-through to make sure it includes all necessary information and exudes a friendly, welcoming attitude.

Finally, get the your new hire’s stamp of approval. The last thing you want to do is alienate or embarrass an already nervous newbie because you quoted their past work experience incorrectly or got their alma mater wrong.

And last but not least, follow up your letter with a few more efforts to quickly integrate the employee into your culture and to make them feel like part of the team: take them out for lunch on that first day, buddy them up with a friendly someone who can show them the ropes, and make sure they have a solid training schedule that doesn’t leave them wondering about their role and responsibilities.

Should you make prepare some sort of “new manager introduction for new managers: Getting to know their team members, personally.

How to Welcome a New Employee in 8 Simple Steps

new team member introduction

When you hire a new person for your team, it costs you money for training and the time it takes for orientation. It is estimated that it costs about 1.5 times the annual salary of a position to replace an employee in that position. Additionally, short-lived employees will eventually become frustrating for current employees, especially when they take additional time to help train the new employee and make them feel welcome. Implementing an onboarding plan for new hires makes it easier for current employees to accept a new employee, helps with retention, and makes the new employee feel welcome and needed.

After the Interview and Before the First Day

Once you have chosen the new employee and they accept your offer, start integration even before their first day. Make sure all paperwork is completed. The most time-effective way to get this part of the starting process over is to have all required employee documentation on an online portal just for that employee. The new hire should be able to access any tax forms, job descriptions, their HR file, the employee handbook and policies, and other documentation required for the position. In lieu of digitizing this process, forward the new hire a welcome packet with all of the information needed to start work and to do their job. Be sure to include instructions to submit the completed documentation, whether by mail, overnight service, or hand delivery.

Contact the new hire to discuss logistics if this was not done during the interview. Make sure the new hire knows:

  • what the dress code is,
  • what their work hours are,
  • who to meet in the morning,
  • parking locations, and
  • public transportation options.

If weekly or daily meetings are required for specific projects, be sure to discuss meeting policies, days, and times. Additionally, make sure the office is set up for the new employee. The office should be ready with accessible computers and other technology. Any passwords and log-ins should already be set up.

Furthermore, make sure you have business cards and keys or access cards waiting for the new hire. A map of the building or facility, especially if it has more than one building, should be available too, and payroll information, an internal phone directory, and office supplies should all be waiting for the new hire. All of this will help the new hire feel welcome and will save time since they do not have to hunt you or a supervisor down to get everything needed to do the job.

At the same time, try not to overwhelm the new employee. They should have read the rules prior to the first day, so you might just ask if they have any questions pertaining to policies and rules, instead of reviewing all of the information on the first day. This way, it saves times and ensures that the policies and rules are understood by the new hire.

A good idea is to assign a mentor to the new employee. They may have additional questions when you are not available or may feel more comfortable asking a co-worker about something the new hire may think is a menial question. This also gives the current employee and the new hire a chance to work together and become friendly. Often, providing a mentor increases retention because of the mentor's ability to build morale, help with learning the ins and outs of the job, and make the new hire more productive during his or her first few months.

The manager, whether it is you or someone else, should also be involved with the new hire. Make sure the new hire is comfortable asking questions. Help them set goals, understand performance expectations, and make development plans. The manager should have the documentation and time schedule for all of this prior to the employee's first start date and should be involved throughout the process.

Let the new hire's co-workers know what the new hire's qualifications are and explain their job description, especially to those current employees who may believe that a new hire is going to take their place. If current employees realize that the new hire is not there to take someone else's job, integration with co-workers is much smoother.

The New Hire's First Day

The first day should be planned in advance, especially if the new hire needs to meet several people. You will have to make sure supervisors, managers, and other key personnel are available to meet the new hire. Being prepared by having everything scheduled also helps with employee retention. Encourage the new hire to take notes and ask questions—they are expected to retain a lot of information on that first day. Additional first-day activities include the following:

  • Ask if the new hire has any questions about the documentation forwarded prior to the first day. If it was not discussed prior to the first day, let the new hire know how the company pays, whether via direct deposit or by paper check, and how often the company pays.
  • Give the new hire a quick overview of the company's mission, or explain it in depth if that was not in the documentation provided prior to the first day.
  • Give the new hire a tour of the office and other buildings. Make sure they know where key places are, including the mail room, copy room, file room, lunch room, employee mailboxes, restrooms, and other important places.
  • Give the employee keys, badges, and key cards, and explain the building security to them.
  • Schedule meetings with supervisors and/or managers and explain each person's role, including the chain of command.
  • Schedule a lunch with the new hire's direct co-workers so that everyone is able to get to know each other. Make sure all introductions are positive.
  • Make sure all work projects are explained thoroughly, including expected collaboration on projects that require it.

The First Week

Depending on the new hire's position, you may need to schedule some additional meetings, including meetings with board members, funders, partners, and other personnel. Schedule these meetings throughout the first week. The new hire should also meet other employees that they will probably work with, but not on an everyday basis.

Meet with the new employee at the end of the day at least three times during the first week to discuss any feedback they have. A study by BambooHR found that 76 percent of their subjects considered on-the-job training as the best way to get up to speed in a new job, so you may even ask for input about the training and integration process. Many new hires are reluctant to give their opinion or ask questions, so be sure to encourage this; not only will it help you better your program, but it will help with employee retention. Ask what is working well, what might be confusing, and what is challenging. For confusing or challenging situations, ask the new hire how you can help to correct those situations.

Help a new employee relax by encouraging group lunches. The employees not only get to know one another without feeling like they should discuss only work, but they are also more likely to accept the new hire. All around, all employees tend to be friendlier to each other if they are included in a group lunch, even if everyone brings their own and eats in the conference room at the same time.

If the job position requires the new hire to take initiative, that should have been stated as part of the interview process. However, new employees may not feel comfortable taking the initiative during the first weeks or months. Be sure to let a new hire know, as often as needed, that they have the freedom to work with autonomy. If you show your trust in a new hire right from the beginning, it will be easier for that person to integrate into their new surroundings. Adding new resources to a new hire's job position also encourages confidence and motivation.

Open to Change

Always make sure that all employees, not just the new hire, know that you appreciate and are willing to discuss matters that bring down morale and confidence in a job.

You may have to change the way you handle something to make employees more comfortable, or an employee may even suggest a better way to complete a project module. Overall, you have to let them know that you are open to changes and discussion.

Integrate Over Time

After the first week, new hire integration should not end. It should continue for at least a year to ensure employee retention. Onboarding over time allows you to provide more product training; allows managers, mentors, and other work relationships to bloom; and allows employees, especially the new hire, to continue providing feedback about his or her position. The new hire will also better understand the expectations of their supervisors and managers.

  • The First 30 Days – Make sure the new hire knows what is expected of him or her, including time frames and pertinent deadlines. Also, make sure the new hire knows the organizational practices and procedures, and establish boundaries where needed. Immerse the new hire in the company's culture so that they understand it and are able to function within that culture. Remind the new hire of the company's mission and vision, and discuss the company's plans to stick to core values.
  • The First 90 Days – After the first 90 days, assess the new hire's performance and provide feedback. During the first 90 days, be sure to keep giving feedback frequently, both for good and problematic issues. If problems are discussed in a non-confrontational manner sooner rather than later, the new hire has a chance to change their actions before problematic issues become a habit. If the new hire is a little slow on projects for the first 90 days, encourage the new hire while reminding them that while it might take some time to get up to speed, they should be up to speed within 90 days. Show the new hire different ways of doing something to make the task go faster. At the 90-day mark, review the employee's strengths and create a plan for that employee to help with company growth based on those strengths. Always remember that communication is the avenue to success and that all employees, but especially new hires, need to know how they are doing. If employees often give presentations or are expected to participate in conversations regarding company growth, encourage the new hire to voice their thoughts and give their own presentations. Also, during the first 90 days, look for additional strengths the new hire may have—they may be able to contribute to company growth in a higher or different position, or may have insights on making changes to their current position to better company growth.
  • The First Year – After the first 90 days, you should notice increased confidence in the new hire. The new hire should be prepared with solutions for new projects as they come up. Don't forget to continue rewarding the new hire—verbally and/or with bonuses—for advancement and contributions to the company's growth. Be sure to help with minor mistakes and fixing errors so the new hire does not develop bad habits. Keep providing training for gaps in skills and new skills. You should also encourage the new hire, and all other employees, to discuss enhancements to the organization's culture, operations, and strategies. As most employees, especially new hires, may be reluctant to discuss changes in the organization, this type of discussion should be encouraged frequently. Once the new hire completes one year, send a congratulatory email or letter, or even plan to take all of the employees out to lunch. Showing appreciation of employees' work keeps them happy, which means they treat customers and other employees with respect. A happy and motivated employee is also more likely to stay with the company, especially if they know their input is wanted, valued, and respected.

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New manager ice breakers: 6 awesome ways to connect with new employees

new team member introduction

We have two simple questions for you:

1) How often do you hire new team members?
2) How FAST are your new employees ready to work on their own and contribute to the company?

If you can get the full stack employee in less than three months, congrats! You are HR and onboarding guru. Unfortunately, the rest of us are not. We usually need more time (up to six months) to successfully onboard the new team member and to get good results from them.

We have hired a new colleague a month ago. Our team spent hours thinking how to make the welcoming process as pleasant as possible, how to help our new teammate to fit in and to master "BlogIn skills". And we came up with the PLAN. This plan has helped us welcome our new co-worker like a celebrity.

We are going to share our plan with you and hope that you can use it in a company of yours and help us make it even better. Let's start!

Step 1. Make an announcement to the rest of the team that you are going to have a new team member.

- A natural place for that announcement would be the internal company blog. If you are still not using internal blog here is why it may be a good idea to start one. By doing that, we have prepared the team for a newbie that will join us. We have explained what will be his tasks (it's a guy) and how he could help us with his experience and knowledge. It was an excellent introduction.

Step 2. Prepare new workstation and set up the computer for our new colleague few days before she arrives.

- It is handy to have a checklist with all the accounts that you need to create for someone new (such as office email, GIT account, helpdesk account...) Having everything prepared saves a lot of time and enables the new team member to start doing something productive right away.

Step 3. Make sure that your company culture document is up to date.

- If you wish, you can even print it and give it to the new person. In our case, this wasn't necessary, because we keep our company culture in our internal blog on BlogIn, as a page. Even if we have regular updates, it still needed some refreshment, so we have done it for the occasion.

Step 4. Have your procedures in writing

- When someone new joins your team, it is useful to have all your company procedures written down. In this way, this person can learn at her pace and discover new things along the way. Once again, internal blog proved to be a great place for keeping your procedures available and up to date.

Step 5. Enable access to the internal Q&A section.

- In our internal blog, we have a Q&A category where everyone can ask anything. For example, you can find out how to make a killer espresso, where to find a fresh milk, learn some parking tips, or bike repair instructions. Someone new can learn a lot of practical things on such place.

Step 6. Write a welcome post on a day of new colleague's arrival.

- You can write a welcome email, as well. In this way, you will make a new person feeling like a celebrity. Besides that, you will have a chance to send her all the useful resources that you have prepared (company culture, procedures, internal Q&A link, some e-books, etc.).

Step 7. First day at work - show her around and introduce her to the team.

- Avoid boring office tours, where you go from one room to the next introducing a new person to the people. That is pretty scary for a newcomer. Instead, ask your team to join you in the common room and let them present themselves. Team members can show their workspaces to the new person later. It is more fun doing it this way. (We have given it a try, but it didn't quite turn out the way we hoped. But we will not give up! We will try to make it better next time.)

Step 8. One on one meeting with the CEO.

- At this meeting, the CEO should explain what are company’s expectations from a new person, what are her duties and what she can expect from the company. As simple as that.

And, that's it, this is our plan. We had a few bumps on the road while executing it, but that was a pretty nice day in our office, after all.

Our new colleague is still fitting in. He is doing great. He is with us for a month, and he already knows how to make quite a good espresso, how to talk to customers and how to fix a minor bug in the application. He is searching BlogIn or ask one of us about things he doesn't know.


The experience of organizing “celebrity-like” welcome for our new team member has taught us a few things:

- it is important to have a PLAN,
- successful onboarding of a new team member is as equally important as onboarding new app users,
- your Internal company blog can do the heavy lifting - it keeps all necessary resources at one place and makes it easier to learn how a company works.

We hope to have a chance to do it again really soon!

Do you have some advice that can help us make our plan better? How do you welcome your new colleagues? Would you like to try doing it with BlogIn?

BlogIn is beautifully simple internal blog and knowledge sharing platform for teams of all sizes.
Start 14-day free trial or get more information

If you're joining a new work team, it's good to connect via email to provide an overall introduction to everyone, followed up by brief one-on-one in-person.

Hiring Employees: How to Introduce and Integrate New Team Members

new team member introduction

Have you just accepted a new position at a brand new company? Congratulations, this is an exciting time! We’re guessing that you’re really focused on doing a great job, the projects you want to start, the organizational processes you want to change. But before you think about any of that, you need to focus on something else first: how to introduce yourself to a new team.

This may seem trivial, but as you’ll see in this article, first impressions are extremely important. That’s why we’ve put together this list of 10 tips to help you introduce yourself properly. Keep reading to learn the secrets of a winning introduction.

The Importance of a First Impression

It’s a well-worn saying, “you never get a second chance at a first impression.” The statement is true. Your new colleagues and employees will start forming their opinions about you within the first minute of meeting you — opinions that will be hard to sway after they’ve been made.

And while it’s not impossible to flip the script, screw up an initial meeting with new office mates, and eventually win them back over, we recommend simply getting things right the first go round. This will allow you to build your entire relationship with your new team on a solid foundation.

So how do you do it? What can do to ensure, from the beginning, that you’re leaving the right impression on people and they’re perceiving you in a positive light? We have 10 tips to help you, which we’ll cover in the next section.

Introduce Yourself Properly With These 10 Tips

Ready to make the ultimate first impression and learn how to introduce yourself to a new team? Follow the 10 tips below and you’ll be well on your way to winning your new colleagues and staff over from the get-go.

And don’t worry, none of our tips will require you to “put on a show” or become something you’re not. They’re just tried and true strategies for presenting one’s self in a positive light.

1. Check Your Attitude

A proper introduction starts with you and your attitude. One of the best ways to create a strong first impression in people’s minds is to greet your new office mates with enthusiasm and a can-do attitude. Positivity is always a great way to win people over, but it’s even more important at work where morale may not necessarily be in tip-top shape.

So put a smile on your face, look like you’re excited to be a part of the team, and exude enthusiasm. It will help endear your new staff to you and help with team development.

2. Look the Part

That’s right, a first impression is more than the things you say and do. The way you appear plays a role as well. So make sure you look the part when you first arrive at your new workplace. Does the team wear suits and ties? Do the same. Waltzing in with board shorts and flip flops — even if that’s how everyone dressed at your last job — isn’t a great first look.

For companies with casual dress codes, we still recommend erring on the side of complete professionalism. Meaning, if the whole office comes to work in jeans and t-shirts, consider wearing chinos and a polo for at least your first week. It’s still casual, but will also give your new team the right impression about you: that you’re professional and hard working.

3. Get the Lay of the Land

Remember you’re the new one at the office. Even if you’re the boss and you’ve been brought in to lead the team, there’s a current status quo that your new staff is probably comfortable with. Destroying it completely at the very beginning won’t win you any friends. So, before you make any changes, get the lay of the land first.

Find out the skills that each of your team members possess, who’s easy to work with and who’s more of a prickly personality, the company processes that your team enjoys using, etc. Anything and everything that will help you get a clear picture of what goes on at your new office.

If needed, you can always make changes at a later date. We just don’t recommend up-ending your entire company culture on day one. Your new team definitely won’t appreciate it and they’ll likely become guarded with you.

4. Listen Before You Speak

This is just good, general advice. But it’s absolutely essential when learning how to introduce yourself to a new team. As we mentioned in our previous tip, don’t just barge into your new office and start making changes. Learn to listen first, ask questions, get your team’s opinions.

This approach has two major benefits. First, your staff will appreciate it when you ask for their input. We all want to feel important and when the new boss asks what we think, we feel valued. This alone will help you win over new colleagues.

And second, it gives you the chance to learn about your new place of work. A current company process may seem ridiculous to you. But perhaps there’s a method behind the madness. You’ll never know if you don’t listen and could potentially do harm to your new company if you eliminate needed procedures.

5. Take the Initiative

It’s important that you take the initiative in the beginning and introduce yourself to your new office mates. Don’t wait for them to come to you. This will make you seem much more approachable as well as likable. Nobody wants to work for the illusive grouch who’s too busy to meet with his employees.

And remember, when you do introduce yourself, check your attitude. Make sure you seem positive and excited to be where you are.

6. Acknowledge the Entire Staff

When taking the initiative and meeting your new team members, do your best to meet everyone. Don’t only focus on the decision makers at your new company. Lower rung employees will notice and you’ll be seen as a shallow ladder-climber.

Remember, each person in your new organization, from the highest level executive to the greenest intern plays a role. Acknowledge them all (or at least try to) and you’ll win a ton of first impression bonus points!

And who knows, in a few years that intern may be running the entire show. If that ever happens, you’ll be glad that you took a few minutes at the beginning of your relationship to introduce yourself properly.

7. Get Your Hands on an Org Chart

Depending on the size of the company you’re now working for, remembering all the names and faces that you just introduced yourself to may be a challenge. That’s where an organization chart (org chart for short) can really come in handy.

So don’t be afraid to ask the HR department for this document. It will help you recall names, understand who does what inside the company, and who to contact for specific things.

8. Follow Up Promptly

This is definitely an “A” level tip. Mostly because so few people do it. Stand out from the crowd and really learn how to introduce yourself to a new team by following up via email with each person you’ve just introduced yourself to. If you can’t do this for everyone, at least message the main people you’ll be interacting with on a regular basis.

You don’t have to write anything long and complicated. In fact, short and to the point is better. Just tell them that you enjoyed meeting them, you appreciate their time, and you look forward to working with them in the future. Then invite them to reach out to you if they ever need assistance or have questions.

9. Organize Relationship Building Opportunities

Great working environments are built upon strong office relationships. As the new guy or girl, it would behoove you to try building these relationships as soon as possible. If you’re the boss, attempt to organize relationship building opportunities soon after arriving. For example, you could schedule a team lunch or after work drinks at a local pub.

If you aren’t the boss, you obviously don’t have the authority to plan anything official during work hours. But that doesn’t mean your relationship building opportunities are dead in the water. Far from it! Ask your new colleagues on an individual basis if they’d like to get together for lunch or meet up after work.

10. Embrace Change

Finally, the last tip for how to introduce yourself to a new team that we have is to embrace change. Things at your new workplace will be different than the last. Some things will probably be better. Others might be worse. That’s called life.

Adapt to your new surroundings. Change what you can when it makes sense. But also realize that you’re starting a new chapter. Keep an open mind and your new office mates will be much more likely to think favorably of you from the very beginning.

In Conclusion

Learning how to introduce yourself to a new team isn’t always an easy task. Especially if you’re not an overly outgoing person. But it’s definitely possible, no matter what personality type you have, to make a first impression that endears your new colleagues to you.

Just remember to follow our 10 tips, listed again below for your convenience:

  1. Check Your Attitude: One of the best ways to make a great first impression at your new job is to exude joy and enthusiasm.
  2. Look the Part: Make sure that you look the part and dress professionally when first meeting your new colleagues.
  3. Get the Lay of the Land: Before you decide to make any changes, get the lay of the land first. Understand what exactly you’ll be changing and how the office will be affected.
  4. Listen Before You Speak: When introducing yourself to a new team, listening will help your new colleagues feel valued and give you the chance to learn valuable insights.
  5. Take the Initiative: Go introduce yourself to your new team, don’t wait around expecting them to come to you.
  6. Acknowledge the Entire Staff: Don’t just pay attention to the main decision-makers at your new company. Be a class act and meet everyone you can.
  7. Get Your hands on an Org Chart: An org chart will help you remember the people you’ve just met, what they do, and how to contact them.
  8. Follow Up Promptly: A quick email follow up with the people you just meant is a great way to leave a strong first impression.
  9. Organize Relationship Building Opportunities: Work relationships are very important and relationship building opportunities allow you to build upon your first impression.
  10. Embrace Change: Things will be different with your new team than they were with your old one. Embrace this fact.

And remember, while first impressions are important, there are ways to swing public opinion back in your favor should you screw up an initial meeting. Now, congrats on your new position and good luck!

By Jacob ThomasOn June 21, 2019

Use this introduction letter for a new employee email to put together a warm, a picture makes it simple for fellow team members to recognize the new hire, and.

new team member introduction
Written by Tojasho
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