The stages of joining a company
Posted by Amy Bell on 2 October 2020

I think we can all agree that starting a new job is one of those strange experiences in life. It’s like starting school but everyone already knows each other and there aren’t only friendship groups but also hierarchies and reporting structures.

A team discuss ideas on a white board

Dr Stephanie Fitzgerald is passionate about improving employee wellbeing in organisations she believes that a company can effect a potential employees wellbeing long before they start in their new role:

“When I think about the stages of joining a new company, something that I feel quite passionate about, there’s something that no-one really talks about and that is that a company’s effect on health and wellbeing starts long before the employee does. 

If you think about it, the way that people are treated pre-recruitment, how their application is handled, how transparent and useful companies are at keeping in contact following interview, and the level of feedback offered to both successful and unsuccessful candidates all contribute to how employees feel about a company.

Any communications in this recruitment phase must include all of the above touchpoints and provide clear and considered messages to both unsuccessful and successful candidates.

When an employee does eventually start with a company, the induction they receive to the company and their teammates is key. If they are assigned a buddy who can show them the ropes and take them through the day to day running of the company as well as introducing them to other people really helps people feel more comfortable in new surroundings. This could be a virtual cuppa if working remotely and supplying a way to make contact with people other than their manager. Regular team meetings, 121’s and catch ups are crucial parts of the cycle when it comes to health and wellbeing.

An introduction to policies and procedures is important and should be completed by someone who understands them and why they are in place.

A laptop sits open on a table

In COVID19 times of uncertainty and remote working, it is more important to check in with new employees more than you would typically and don’t ask them ‘what are you working on right now?’ as they may not be working on anything, but in an office they would be sitting in or shadowing people and they may not be doing that virtually. Invite them to shadow as many calls as possible, give them tasks which will help them get to know the organisation, the role and their colleagues and, encourage them into the culture of good wellbeing from the get-go by promoting self-care e.g. regular screen breaks, taking a lunch hour etc. When you are new it is hard to say no and so you need to clearly outline work practices. This is true whether in person or when work is remote but is easier to observe in person so care should be taken to check in regularly when working virtually.

As we go through the processes of joining an organisation there are also important emotional stages. We don’t experience these in order, we will move through them and back fluidly and may revisit them along the way. We have listed some of the key stages below:


  • When you spot an advert for a role you like the look of and can’t wait to apply
  • Feeling that you have achieved something by getting a new job
  • It may be the start of new chapter in your career/life
  • Enthusiasm for what is coming next, learning something new and working with new people.


  • Leaving your current role has meant you may have left something you were familiar/comfortable with and the unease of change may occur.
  • Nerves will build in the lead up to applying, interviews and starting, not to mention social nerves when you start to meet new people.
  • After weeks of waiting you are about to start something new and thoughts may occur as to whether you have made the right decision.


  • Maybe the company or role is not exactly what was expected.
  • The company may/will be different to where you used to work and that may make you feel uncomfortable.
  • Maybe you’ve been out of work and you’re worried you made the wrong choice.
  • Feeling secure in the decision to change jobs can hinge on a good induction to the company as well as the acceptance of others that you work with.
  • You may regret leaving friends or family behind.


  • Surroundings become more familiar e.g. the office environment, how everything works, regular meetings.
  • Co-workers become more recognisable i.e. you know their names, you understand who does what, you may know a few things about your colleagues private lives.
  • You start to be able to do more with the role as activities and responsibilities become clearer.


  • You start to make an impact and add value.
  • There are more opportunities to be involved as you are more familiar with the company and what you’re there to achieve.
  • Maybe more training and development opportunities have been highlighted as part of your probation.
  • You get to know the team better and you can begin to build personal and professional relationships.

Ensuring that an employee can settle into your organisation can be a tricky task. That’s why we created our ‘New Starter’ toolkit, which provides you with the guides, policies and checklists required to help new employees settle in and thrive. Find out more on our website.

“Since day one, Amy herself has fit seamlessly into our team, understanding the message we want to convey and the audiences we want to reach. Her upfront audit was invaluable in helping us internally hone our common voice, which has demonstrated itself in the consistency of the content we put out as a brand and as individuals within the company. Behind the scenes, Amy has instinctively adopted our internal communication methods (Slack, SharePoint) and works closely with our in-house graphic design team to ensure our graphics and copy are in sync.” Lucy Prior MBE - previously from 3Squared 2021
“I saved so much time after implementing a more structured approach which has given me the opportunity to focus on creating more content and work more closely with my clients. Amy and her team are easy to deal with and are quick to provide valuable solutions. I would not hesitate to work with Hey Me again in the future.” Karen Duncan - Lanehead Coniston
“I met Amy a few years ago at a Young Rail Professionals event and was able to provide her with an opportunity to manage the comms on a major alliance which she flourished at. Soon after she started, Marie came along to provide HR support across the multiple businesses. It seems only natural that being as dynamic and knowledge as they are, they are looking to work together on this new venture, which I am sure will be a huge success.” Karen Duncan - Lanehead Coniston
“I saved so much time after implementing a more structured approach which has given me the opportunity to focus on creating more content and work more closely with my clients. Amy and her team are easy to deal with and are quick to provide valuable solutions. I would not hesitate to work with Hey Me again in the future.” Karen Duncan - Lanehead Coniston

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