Onboarding should feel like a guided journey, not a flood of information. I’d break it down into manageable steps, prioritizing what the new hire needs to succeed early on. A dedicated mentor or buddy can provide real-time support, while check-ins ensure they feel heard and valued. I’d balance structure with flexibility—providing clear expectations but also space to ask questions and absorb at their own pace. Most importantly, I’d reinforce that growth takes time, turning overwhelm into confidence step by step.

Starting a new job can be overwhelming. Here’s a simple approach to help: 1️⃣ Casual Connect – Have a coffee chat to ease nerves. 2️⃣ Step-by-Step System Briefing – A dev overview, business insights from management, and vision from the idea team. 3️⃣ Time to Explore – Let them go through the system and note questions. 4️⃣ Answer & Guide – Provide feedback and clarify doubts. 5️⃣ Small Starter Tasks – Help them ease in and gain confidence. A well-supported new hire thrives! How do you onboard effectively? 👇 #Onboarding #Leadership

Support an overwhelmed new hire by simplifying their onboarding process. Break tasks into manageable steps and provide clear documentation. Assign a mentor or buddy for guidance and regular check-ins. Encourage open communication, addressing concerns proactively. Gradually introduce responsibilities, allowing time for adjustment. Reinforce key concepts through hands-on training and real-world examples. Celebrate small wins to boost confidence and motivation.

Overwhelm isn’t a learning curve it’s a signal for better onboarding. A new hire isn’t just adapting to tasks; they’re decoding culture, expectations, and unspoken rules. Make it easier. For example, instead of throwing a handbook at them, let them shadow a teammate in action. Swap jargon-filled presentations for real-world scenarios. Assign a mentor, but also a peer who just went through the same process relatability matters. Onboarding isn’t about information dumping; it’s about guiding them from uncertainty to impact.