How to Help New Hires Connect Fast – BreakoutIQ

The first few weeks at a company can shape a new hire’s entire experience there. How long an employee decides to stay with a company can actually depend on their initial experiences. If someone feels isolated or “lost in the shuffle” early on, it can cause them to become disengaged and ultimately fuel their decision to leave. The risks are even greater in remote and hybrid settings where feelings of distance and isolation from the rest of the company are almost natural, especially if adequate intentional steps aren’t taken to counteract them.

The solution to this problem lies in clear, people-first onboarding tactics that prioritize connection over logistics. When someone is just starting out, team introductions really matter. Facilitating introductions to more than just the immediate team, but cross-functional teammates as well, can help new-hires feel like part of the big picture. Partnering with an onboarding buddy or mentor who can provide guidance and serve as an intermediary to the rest of the team can be really helpful as well. Ice-breakers, welcome sessions and one-one check-ins are also great tools for incorporating new team members into the fold while reducing the risk of early turnover.

Design Day One with Connection in Mind

Often the onboarding experience consists of paperwork, policy reviews and logistical details, but this shouldn’t be the main take away from the first day. But you can set a positive tone on the very first day at work by creating a sense of warmth, welcoming and belonging.

A kickoff video call or live welcome message from leadership is a great place to start. This helps new-hires feel like they’re part of something bigger and that they are seen and valued. Imagine being at a new company and feeling like your arrival matters, both to the team and organisation. This type of introduction fuels engagement and enthusiasm, and sets new-hires up to energetically launch into the work that lies ahead.

Facilitating employee connections from the start is also important. A “meet the team” segment that’s either recorded or live is a great way to introduce new employees to their coworkers in a relaxed and friendly setting. This provides social touchpoints that everyone can build on and will serve as the foundation for their working relationships going forward.

Pair Them With a Peer Buddy

Assigning a peer or onboarding buddy on the very first day is one of the most effective ways to provide new hire support. Feeling there’s someone to turn to right away for questions as well as for social onboarding can be incredibly beneficial and speed up the process of feeling like a part of the team and organization. 

The right candidate for this type of peer mentorship is someone who is friendly and approachable and can make interactions feel comfortable. This person would also need to be knowledgeable and organized enough to guide the new hire through initial tasks and processes. Someone who is well connected internally also helps as they can facilitate introductions and provide social context that an org chart may not include.

If your team is virtual or hybrid, not to worry—this process can be adapted for a remote environment. For instance, you can start by tagging a new hire and their buddy in a welcome message or intro thread on Slack. Weekly check-ins can provide low-pressure touchpoints. And a shared onboarding resource guide can provide helpful tools, tips, team norms and cultural introductions.

Set Up Early 1:1s Across the Team

A manager can actually jump start team connections and collaboration before a new hire’s first day by pre-scheduling one-on-one meetings between the new hire and key teammates. These conversations set the stage for early engagement and collaboration by building rapport, providing context and creating trust. They also remove the awkwardness of new-hires having to make these connections cold and on their own. And don’t just include immediate team members—make this part of a larger, cross-team onboarding process.

This is important and helpful because it accelerates relationship-building and lays the groundwork for future team cohesion and innovation. That’s because when people know each other, they work better together and collaboration becomes smoother. This also helps new-hires feel welcomed and valued right away which will only fuel their energy and enthusiasm.

Remote team introductions are just as important. These can be done via casual virtual coffee meetups—-short 15-20 minute Zoom chats with 1-2 colleagues at a time. To help jump start the conversation, provide a few friendly prompts for your new-hire like:

• What do you enjoy most about working here?
• What’s something unexpected about your role or our team?
• Do you have a favorite Slack channel or team tradition?

Use Virtual Team Building to Create Shared Moments

Virtual team building is a great tool for facilitating and supercharging the remote onboarding process. Integrating new-hires into virtual team activities and rituals from the start can help them feel like part of the team and build comfort and camaraderie over time. These can include things like weekly trivia games, or themed Slack challenges, team shout outs during meetings, and virtual games or happy hours

Another great accelerator for new hire bonding is a “get to know you” spotlight moment where they get to introduce themselves in a fun, low pressure and authentic way. A fun fact slide during a team meeting or a casual Slack AMA are great ways to go about this. 

The bottom line is consistent, low-key touchpoints can help new hires feel seen, supported and like they truly belong. These moments don’t have to be big or elaborate and over time they can strengthen the team and accelerate the journey from outsider to teammate.

Help Them Contribute Early

New hire onboarding isn’t just about facilitated intros, fun rituals and accelerated integration into the team, company and culture—how a new team member begins the work they were hired to do is just as important. You can create early engagement by helping a new hire contribute from day one. Giving them something small but meaningful to own is a great place to start. 

It doesn’t have to be a major assignment, but choosing something low-stakes or cross-functional  that encourages communication are great options. This could include a mini research task, helping to organize a meeting agenda, or taking the lead on a fun activity for the next team social. 

These opportunities for new hire productivity help build confidence and give new hires a reason to reach out, ask questions and collaborate. And they serve as the perfect springboard for larger assignments and greater responsibility. 

Connection Is the Core of Great Onboarding

The first few weeks on the job leave a lasting impression—and that experience is shaped less by checklists and more by connection. When companies focus on people-first practices like early relationship-building, social rituals, and small ownership opportunities, they give new hires more than direction—they give them belonging. Whether in person or remote, intentional moments of warmth, support, and inclusion help new employees feel like they’re part of something meaningful from day one.

By designing onboarding with connection at its core, you’re not just welcoming someone to a role—you’re helping them find their place in a team and a culture that values them. And that’s the real foundation for engagement, retention, and success.

Learn how BreakoutIQ can help accelerate your new hires’ journeys from outsider to teammate. Our virtual icebreaker games and team building activities are expertly designed to build connections, create trust and foster camaraderie. Visit our website to learn more and reach out!