ONBOARDING

• How can you help a new team member feel safe and certain?

• How can you create a sense of belonging?

• How can you set expectations for them?

• What certainty can you create?

• What is your impact on new people?

• How can you create safety for someone new?

• Above bullets under "Your Brain & You" apply as well.

Share the wellbeing agreements you have in your team.

How can you help new people to build awareness of their personal energy needs, and how those needs are being affected in their new position at Mercy Corps?

How can you help new people to share their energy needs with you and with their team?

How can you be intentional in noticing what a new team member needs?

How can you set the tone of a culture of asking for (and receiving) feedback?

• How can you be intentional in helping a new team member have a sense of ownership of Mercy Corps’ mission? Of team ownership? Of work ownership?

• How can you help them connect with the ‘why’?

• How can you use on-boarding as an opportunity to establish:

  • An 'on' problem solver switch

  • Willingness to take (or give) ownership

  • Allowance for risk/trying/potential failure

  • Instilling a sense of learning along the way...

• How could you introduce new team members to this practice of 'make time to reflect and adapt'?

• What is your on-boarding process? Who could be involved in reflecting on this process and how might you adapt it?