How to Create Social Integration

One of the most common mistakes companies make is neglecting the importance of helping their new employee into their roles through support from and a good relationship with their new colleagues. How come?

According to Deloitte, one of the main reasons why new employees leave within the first year or two is that they do not get along with their new manager or their new colleagues. There’s also a disconnect with the company culture. To summarise: it’s a lack of social integration.

New hires need a supportive network to show them around and offer advice and guidance. If we could enable people to build closer bonds with their new team members starting from the earliest stages of onboarding, it would certainly foster greater social and cultural integration from the start.

The problem: Lack of knowledge and social culture

A study from Egon Zehnder amongst newly hired Senior Executives found that 70% believed one of their biggest challenges was a lack of understanding of the norms and practices of how the company worked. In addition, 65% believed they failed to fit within the company culture. Interestingly, one of the things they mentioned could have improved their situation was getting help with navigating internal networks and gaining stronger and greater insights into the company and the team dynamic.

The solution: Ensure better social integration

People are social. We are herd animals. Over the recent years, the rise of social networking platforms such as Snapchat, Facebook, Instagram and Twitter underlines just how much technology has driven an interest in greater social connectivity. This thirst for being connected and to feel a sense of belonging should be adopted into the Pre & Onboarding process. In order to provide a successful onboarding experience, the new hire should establish effective working relationships early on, gaining a clear understanding of how the business really operates under the surface. This is likely to happen more effectively if the new employee is socially integrated.

Therefore, let us suggest two ways in which you can ensure better social integration within your organisation.
Internal social network.

Facebook for the workplace? An Internal Social Network follows a similar path of popular networks for the masses. Most employees connect with their colleagues on the larger and more commercial networks. However, it makes sense for businesses to develop their own internal network too: for instance, network groups or shared platforms.

By utilising internal social networks, new employees can connect and chat with existing employees before they start and throughout the employment. Such a small gesture will help the new hires to build networks and foster relationships which can support them in their new role and help them learn. Employees who do not form these work-relationships early on are more likely to leave the company quickly.

Established Communities

In line with the internal social network, enabling new employees – at all levels – to connect, share and learn from each other will help cultural alignment and support and help each other during the settling-in phase. Here, people have the opportunity to network and talk with those having similar roles, interests, responsibilities and challenges.

These shared communities can start discussions, answer questions, crowdsource problems, share best practices, and talk about innovations or changes impacting a specific area or the wider business. It does not have to be anything fancy or something you read in a psychology book: common shared interests and hobbies work, too. It is always easier to talk to like-minded people.

To summarise: Every new employee must be invited into the internal shared network, digitally as well as physically. In this way, they can build close partnerships, relationships and collaborations with their colleagues. And if they should feel the need, they will have someone to confide in. By ensuring greater social integration, you will drive a stronger and more successful onboarding and retention process as well as having more engaged, productive and effective employees.