Jason Kulpa, a San Diego entrepreneur, on employee rapport

Bringing on new employees can be both exciting and healthy for a workplace; not only are current employees able to make a new acquaintance, but you, as a leader, are able to watch your recent hiring decision pay off for both the new employee and the company at large.

During this period, it is crucial to make new employees feel welcome and comfortable, as the first week at a new job can be stressful and, in some cases, nerve wracking. Here are some tips for building strong rapport with new employees.

Make an effort
As a company leader, it is not great practice to simply throw a new employee to the wolves in terms of workplace integration. Make an effort to learn about these employees; ask them about their personal lives, their interests and hobbies, and their goals in joining your company. The quicker you develop this bond, the quicker you will lay a foundation for this employee’s comfort as a contributor.

Give them time
Getting to know a new employee is important, but so is the idea that every worker has a different transition process. Some individuals have trouble adapting to change at the drop of a hat, and therefore, it is important to be cognizant of this notion when dealing with an introverted new employee. In many cases, this employee is probably just adapting to a gauntlet of social interactions with their eager new co-workers. In time, your empathy and patience will pay off once this employee begins to speak up in meetings and actively engage his or her peers.

Be available
A new employee is likely going to have a lot of questions in the first days, weeks, and even months of their new role. Though it may seem tedious and exhausting to answer potentially elementary questions, you must be open-minded and remember that these basic matters are, in fact, probably foreign to a new worker. Keep yourself as available as possible to all inquiries; this should be a regular part of your leadership role anyway, regardless of the employee in question. Furthermore, follow up on questions and confusions to make sure they have been fully resolved and that the employee is back on track. Again, this approach will facilitate both employee comfort and productivity.

About the author

Jason Kulpa is a San Diego, California-based entrepreneur, marketing expert, and philanthropist. He is also the founder of UE.co, a leading marketing and sales platform originally launched in 2008. Jason's years of experience have shaped him into a respected leader and innovator -- both in his field of expertise and in his community. He was named "Most Admired CEO" by the San Diego Business Journal in 2014.

To learn more about Jason Kulpa, click here.