Here’s a 5-step conversation where a frontline manager helps an employee feel more comfortable and included within the team. The manager provides a welcoming environment by acknowledging the employee’s feelings, offering opportunities to connect with the team, and reinforcing their value. This approach helps the employee feel more included and encouraged to build meaningful connections with their team members.
Step 1: Opening with Empathy and Checking In
Manager: “Hi [Employee’s Name]. I wanted to check in with you to see how you’re settling in with the team. Joining a new group can sometimes feel a little overwhelming, and I want to make sure you’re feeling comfortable and supported. How has it been going so far?”
Employee: “Thanks for asking. It’s been okay, but I’m still getting used to everyone. Sometimes I feel like I’m not fully part of the group yet.”
Step 2: Validating the Employee’s Feelings
Manager: “I understand, and I appreciate you sharing that. It’s totally normal to feel that way, especially when you’re joining an established team. It can take some time to feel like you really fit in, but I want you to know that you’re a valuable part of this team and we’re glad to have you here.”
Employee: “That’s nice to hear. I sometimes worry about finding my place in the group.”
Step 3: Offering Opportunities to Connect with the Team
Manager: “That makes sense, and I’d love to help make the process smoother. We have a few team activities coming up, like our monthly team lunch and a project brainstorming session. Those could be great opportunities for you to get to know everyone a little better. How does that sound?”
Employee: “That sounds good! I think getting to know everyone a bit more informally would help a lot.”
Step 4: Encouraging Team Involvement and Input
Manager: “Great! Also, in our upcoming meetings, I’d love for you to share any thoughts or ideas you have. Your perspective is really valuable, and I think the team could benefit from hearing it. If there’s ever a meeting where you’d like a bit of guidance beforehand, let me know—I’m here to help you feel confident.”
Employee: “Thank you. Sometimes I hold back because I’m still learning the team dynamics, but I’d like to contribute more.”
Step 5: Reinforcing Ongoing Support and Inclusion
Manager: “I completely understand, and I’m here to support you as you get more comfortable. Remember, everyone on the team is here to help you succeed, and we’re excited to learn from you as well. Let’s keep checking in, and if there’s ever anything else I can do to make you feel more included, don’t hesitate to reach out.”
Employee: “Thank you so much. I feel a lot better knowing you’re here to support me, and I’ll definitely join those upcoming activities.”