Introducing a new employee in a newsletter: E-mail introduction!

“Hi, I’m …. and I’ll be joining your team!” – a sign of growth and renewal in a company. Many growing companies attract new employees. Some companies have to hire a great amount of employees at once and others only need a couple new employees. Employees are needed to grow the company, but it could also be that a current employee ventures off and a replacement is needed.

You can realise the introduction of a new employee in many different ways, of which a newsletter is one. You could also invite them for a round of Friday afternoon drinks, have them visit the office for a personal introduction, or send out an e-mail. Bigger companies often use an e-mail. The new employee will be introduced in writing, after which the new employee will introduce themself during a personal introduction.

There are different approaches to this written introduction. You can decide to send out an e-mail, but you could also use a newsletter!

An introduction by newsletter

During the first week the focus for the new employee is the onboardin process, in order to have them get them to work independently as quickly as possible. The new employee will get to know their colleagues and team members this week, but not be introduced to clients and partners yet. What often happens in large companies is that employees introduce themselve to their team and that there isn’t enough time for other employees to get to know them. In this case, it could be useful to introduce the new employee by newsletter!

In case you send out a monthly newsletter to your employees and clients, you can use the newsletter for a unique introduction of new employees. Here are a couple of ideas:

• Create a “New Staff Corner”. Employees can introduce themselves here and close their message with a unique learning objective or a quote. Write a short introduciton for the new employee in the newsletter.
• Ask the employee to write a message themselves. Have them come up with a creative concept which you can take over in the newsletters to have the readers get to know the new employee.
• Work from an interview. Write a text based on an interview. Your readers will get a first impression of the new employee.
• Use socials! Put in a nice picture of the new employee and a fitting, inspiring text. You can also have them do an Instagram Take-Over. This gives everyone a first-hand look at the new employee’s day-to-day work!

What is important in the introduction of a new employee?

There are of course different ways of introducing a new employee in the newsletter or on the socials, but what is the most important thing when making the announcement? It is important to include a new employee in the team immediately. This way, the new employee immediately gets the feeling of belonging and this approach provides them with a lot of motivation.

Motivation through encouragement

Because of the welcome message to the employee and the introduction of the employee in the newsletter, new employees will be motivated and happy to work. Interest and appreciation has been shown by the company and the employees, after which you can get to working on goals together.

Creating a team spirit

One of the most important factors of the onboarding process is the acceptance of new employees. Acceptance and involvedness help employees network and take up projects together sooner rather than later. When new employees feel they quickly belong to the group, they will be more productive and realise their goals early on.

Show yourself!

The company wants to be visible to their connections and partners. This also applies to you as a curious employee who is eager to learn! With an announcement on the company’s social media channels, many connections will see it. This post shows them the passion and motivation of the employee. It’s good for the company, but also a great opportunity for the new employee to network.

Disclaimer

Important! Our articles and posts on our website are intended for information purposes and are not binding. They do not constitute full legal advice and are only provided to share information about specific HR topics. The content of this article is not intended to replace binding legal advice that will apply to your specific situation.