This seemingly common “Onboarding” process is crucial; not only does it ease and facilitate the newcomers entry, it also helps the older employees accept the new team member without any discomfort. Traditional onboarding relies a lot on information relay and teaching of company’s values. This may at times create a tension as newcomers are “treated” to accept an organization’s identity. A tussle between individual identity and firm’s identity create a strain. Organisational performance in the long run depends on the strengths of its human capital and subordination of individual identities will not yield optimal results. Also, new employees may not internalize the organizational values even if they appear to comply through external behaviours. Engagement scores over compliance and has to be generated through trust and autonomy.
