Secrets to help new employees and the company connect and grow together

New employees always bring a mix of excitement and pressure when starting their journey at a new company. To adapt and grow quickly, there are some basic things every new employee should know. The following article will help you understand and create an effective action plan right from the very first days.

1. What is a new employee?

A new employee is someone who has just joined an organization and has not worked at the company for a long time. They are usually in a probationary period, getting acquainted with the culture, internal processes, and their specific job role. The initial period of employment is a crucial stage that determines their speed of adaptation and long-term commitment to the organization.

2. Things new employees should do when joining a company

2.1. Learn about the company culture

Understanding the company culture is the foundation for building good relationships and developing your career at a new workplace. Someone who clearly understands the company’s values, standards, and code of conduct will find it easier to make appropriate decisions in any situation.

To learn about the company culture, you can observe communication between departments, the attitude of managers towards employees, the general working style, and internal activities. Participating in company events and asking colleagues questions are natural ways to learn.

If you don’t understand or comply with the organizational culture, you might feel out of place, be misunderstood, or even be seen as unprofessional. This affects your integration and development opportunities.

2.2. Integrate into the work environment

Integrating into the environment is a key factor in avoiding feelings of isolation and improving work efficiency. When you get along with others, you will receive support from colleagues and build positive relationships.

To integrate, be proactive in greeting people, show a positive attitude, observe how others work, and be flexible in adapting yourself. Don’t hesitate to join after-hours activities to build connections.

When approaching new colleagues, you should start with friendliness, listen more than you speak, and find common ground in work or personal interests.

If you can’t integrate, you will feel pressured, lack information, and may become isolated. This greatly affects your work performance and personal well-being.

2.3. Excel at your work

As a new employee, completing your work on time and to a high standard will help you make a good impression on your superiors and colleagues. It’s also a way to prove your capabilities and build trust within the team.

Learning the company’s work processes is a necessary first step. Be sure to ask about the task assignment and delivery process, management software, quality standards, and specific deadlines.

You should create a daily to-do list, track your progress, and regularly update your mentor or direct manager. This helps reduce errors and ensures your work is always under control.

If you don’t perform well, you might lose opportunities for further training, be perceived as having weak capabilities, and not be entrusted with important tasks.

2.4. Professional conduct

Punctuality reflects professionalism. Arrive on time, don’t leave early, and don’t be frequently late for meetings. This shows respect for time and work discipline.

Additionally, a professional work attitude includes listening, responding responsibly, not shifting blame, and not speaking ill of colleagues.

A positive and enthusiastic spirit at work will help you be well-liked and build a good image in the eyes of colleagues and superiors.

3. Things new employees should avoid when joining a company

Not adhering to company working hours: Arriving late, leaving early, or frequently taking leave without a valid reason will create a bad impression from the start. This makes managers and colleagues feel that you lack commitment and discipline.

Complaining about the job or the company: When you constantly criticize, compare, or complain about the new environment, colleagues will feel uncomfortable and may avoid you.

Being overconfident, arrogant, or boastful: Even if you have experience, displaying an overly “I-know-it-all” attitude will make others feel uncomfortable and dislike you. Let your abilities speak through your work results.

Speaking ill of your former company: This is not only unprofessional but also makes others think you might do the same about the current company in the future.

Borrowing money from new colleagues: This is a major taboo when you haven’t yet built a relationship of trust. It can lead to you being seen as irresponsible and untrustworthy.

4. What should a business do when a new employee joins?

4.1. Things a business should do for a new employee

When a new employee joins, the business needs to prepare thoroughly to create the best conditions for them to integrate and develop their abilities. Here are the important steps a company should take:

• Prepare before the new employee’s first day: The company should prepare all necessary equipment such as a computer, email account, software, and a workstation before the employee arrives. This not only shows professionalism but also creates a positive first impression.
• Organize a welcoming session (onboarding): There should be a brief but warm introduction to present the new employee to relevant departments. This is an opportunity for them to feel welcomed and start building relationships with colleagues.
• Provide clear documents and guidance: The business should have materials ready that introduce the company, its culture, internal regulations, and job instructions. Additionally, a specific guide or mentor should be assigned so the new employee doesn’t feel lost in the first few days.
• Assign a mentor or guide: A mentor, an experienced staff member, will help answer questions and convey the company’s culture and work methods. This helps the new employee integrate more easily and learn more effectively.
• Follow up and provide regular feedback: After 1 week, 2 weeks, or 1 month, the manager should have short check-in meetings to listen to the new employee’s feelings, address any issues, and assess their adaptation progress. This helps build engagement and continuously improve the employee experience.
• Create opportunities for cultural integration: Organizing small activities like team lunches, coffee breaks, or internal teambuilding events will help the new employee quickly feel like part of the team. A friendly work environment increases long-term commitment.
• Set clear goals for the probationary period: It’s necessary to agree with the new employee on expectations for the initial phase, from basic KPIs to soft skills that need improvement. This gives both sides a basis for evaluating work performance and long-term development potential.
• Investing properly in the new employee onboarding process not only helps them settle into their job quickly but also contributes to enhancing the employer’s brand and the overall operational efficiency of the company.

4.3. What businesses should not do when they have new employees

Building a good experience for new employees is not just about what you should do, but also about avoiding common mistakes. Here are some actions that businesses should absolutely avoid so as not to negatively affect the integration and development process of new personnel:

• Lack of preparation before the employee’s arrival: Many businesses overlook basic preparations like setting up a desk, system accounts, or internal announcements. This makes employees feel neglected and perceive a lack of professionalism.
• Not clearly introducing roles and responsibilities: If specific tasks and goals are not communicated in the initial phase, new employees can easily feel lost, not knowing where to start, leading to a loss of motivation.
• No mentor or buddy: New employees desperately need someone to support them initially for questions and getting acquainted with the culture. The lack of a buddy will make them feel isolated and find it difficult to integrate.
• Neglecting follow-up and feedback: Without a regular schedule for evaluation and discussion, the business will not be able to promptly identify the problems new personnel are facing, which reduces performance and increases the risk of them leaving.
• Creating a stressful or isolating environment: Having new employees work in an unfriendly environment with a lack of support from other departments will make them feel out of place, thereby affecting their work results and motivation for development.

You can find detailed information on how to build a professional new employee onboarding process, standardized for businesses and suitable for Vietnamese culture, here.

5. What do large companies typically look for in new employees?

Definition of a large company: These are businesses with 500 or more employees, large capitalization, a multi-layered management system, and often a well-defined corporate culture. Large companies usually have stricter evaluation standards for new employees.

• Discipline and process adherence: Large companies have strict processes, so they place great importance on whether new employees comply with regulations, rules, and work procedures.
• Multi-directional communication skills: Because there are many departments, large companies are very interested in a new employee’s ability to communicate and coordinate effectively between departments.
• A learning and progressive attitude: Large corporations are always looking for people with a progressive spirit, who are proactive in learning new things and adapting to the company culture.
• Clear professional skills: New employees at large companies are often expected to have proficient professional skills to handle their jobs without needing extensive retraining.
• Systems thinking and teamwork spirit: Working in a large system requires holistic thinking and the ability to see the connection between one’s own work and the company’s overall goals.

6. What do mid-sized companies typically look for in new employees?

Definition: Businesses with 50 to under 500 employees, in a phase of stability and expansion. These companies have both standardized systems and flexibility.

• Versatility in work: Mid-sized companies often prioritize new personnel who can handle multiple tasks and are willing to provide support when needed.
• Proactive attitude: These companies highly value people who proactively make suggestions, provide feedback, and seek improvements rather than just following instructions.
• Startup spirit: They want new employees to have an entrepreneurial, flexible, diligent, and resilient spirit.
• Good internal communication skills: Due to their moderate size, maintaining cohesion among employees is very important.
• Cultural fit: They place great importance on finding someone who can fit in with the company’s working style, pace, and management approach.

7. What do small companies typically look for in new employees?

Definition: Businesses with fewer than 50 employees, a lean operational structure, and often directly managed by the business owner.

• High sense of responsibility: Because manpower is limited, each individual directly impacts the company’s results, so they need people with a strong sense of personal accountability.
• Ability to work independently: Small companies often lack detailed guidance systems, so new employees need to be proactive and flexible in handling their work.
• Loyalty and stability: Small business owners highly value people who are committed for the long term rather than seeing the job as just a stepping stone.
• Willingness to learn: New employees with a spirit of learning, a desire for improvement, and who are not afraid of challenges are prioritized.
• Reasonable salary cost: Small companies often have limited budgets, so a suitable candidate is one who balances competence with cost.

8. What do tech companies in Vietnam look for in new employees?

AI Technology: AI companies often recruit employees with a strong technical foundation in machine learning and deep learning, along with the ability to learn quickly and a broad understanding of technologies like NLP and Computer Vision. Beyond technical skills, they also place great emphasis on creative problem-solving, systems thinking, and the ability to turn AI models into practical, high-impact business solutions.

• AI Dev: Proficiency in TensorFlow, PyTorch, Scikit-learn, and skills in big data processing and model optimization are mandatory. Knowing how to deploy models in a cloud environment (AWS, GCP) is a major advantage.
• AI Marketing: Understanding the application of AI in market analysis and user insights to design personalized campaigns. Basic knowledge of marketing automation and AI chatbots is required.
• AI Sales: A clear understanding of the product’s functions and advantages, solution demo skills, and systems thinking to connect business needs with technological features.

Software technology: New employees need to be proficient in popular programming languages like Java, Python, and JavaScript, have knowledge of Agile/Scrum, and possess teamwork skills.

• Software Dev: Write clean code, test thoroughly, be proficient in Git and CI/CD, and have a mindset for system design and performance optimization. Understanding REST APIs and Microservices is a plus.
• Software Marketing: Understand product features and know how to present technical content in an easy-to-understand format. Collaborate effectively with the product team to create onboarding content and user guides.
• Software Sales: Ability to demo the software and handle customer feedback professionally. Know how to analyze needs and recommend solution packages appropriate for the business’s scale.

Hardware technology: New personnel should have practical experience in circuit design, microcontroller programming, and device testing.

• Hardware Dev: Focus on precision, simulation, and optimizing device performance; proficient in using tools like CAD, Altium, and Proteus. Possess a mindset for testing and troubleshooting real-world hardware issues.
• Hardware Marketing: Know how to translate technical specifications into user benefits. Skilled in creating technical documents, tutorial videos, and brochures that simplify technical concepts.
• Hardware Sales: Clearly explain features and warranties to meticulous customers. Know how to create quotes and ROI models for equipment investments.

9. What do e-commerce companies in Vietnam look for in new employees?

Via website: Priority is given to candidates who can operate a CMS, optimize SEO/CRO, and analyze user experience.

• E-commerce Web Dev: Support the integration of new features, improve website performance, optimize page load speed, ensure data security, and enhance UX/UI.
• E-commerce Web Marketing: Possess a data-driven mindset, with skills in A/B testing and conversion optimization. Proficient in using Google Analytics, Search Console, and heatmap tools.
• E-commerce Web Sales: Collect and analyze customer data, use CRM, upsell and cross-sell, and increase the average order value.

Via e-commerce platforms: Focus on recruiting individuals who understand display algorithms, promotion management, and efficient order processing.

• E-commerce Platform Dev: Develop a multi-channel sales management dashboard, automatically sync inventory, and track order KPIs.
• E-commerce Platform Marketing: Execute on-platform campaigns and know how to run ads like Shopee Ads, Lazada Sponsored Discovery, etc.
• E-commerce Platform Sales: Answer inquiries, handle returns and exchanges, respond to customer reviews, and optimize product visibility rates.

Via social media: Need employees skilled in content creation, running effective ads, and supporting multi-platform sales.

• Social Commerce Dev: Optimize landing pages integrated from social media to the ordering system, and connect CRM, chatbots, and payment gateways.
• Social Marketing: Create viral content, know how to write livestream scripts, and effectively leverage TikTok trends, hashtags, and youth insights.
• Social Sales: Conduct livestream sales, respond quickly to comments and messages, and process orders on Facebook, Zalo, and TikTok Shop.

10. What do service companies in Vietnam look for in new employees?

Real estate service companies: The general requirement is for employees to have good communication skills, be able to handle sales pressure, and have a basic understanding of legal matters.

• Real Estate Marketing: Create landing pages for project sales, write engaging content, and run ads that precisely target specific regions and potential customer groups.
• Real Estate Dev: Support the development of inventory systems, a real estate CRM, contract management software, or online sales launch platforms.
• Real Estate Sales: Ability to provide investment advice and guide clients from needs assessment to closing a deal. Skilled in building relationships and handling objections professionally.

Tourism service companies: Prioritize dynamic individuals with tour coordination skills and strong problem-solving abilities.

• Tourism Marketing: Create promotional videos for destinations, run seasonal campaigns, and design attractive tour packages tailored to different customer segments.
• Tourism Dev: Develop online booking systems and mobile apps with integrated payment and automated itinerary features.
• Tourism Sales: Advise on flexible packages, book tours via phone, live chat, or social media, and provide support to customers before, during, and after their trip.

Education and training service companies: Need employees who can communicate effectively, use teaching tools, and adapt content to different student audiences.

• Education Marketing: Promote courses via email, Facebook Ads, and landing pages; an instructor’s personal brand is a major advantage.
• Education Dev: Build an LMS, integrate videos and quizzes, track learning progress, and implement automated grading.
• Education Sales: Connect with parents and students, advise on suitable courses, assist with tuition fees, and maintain long-term relationships.

11. What new employees care about most in a new workplace

Besides integrating and completing their tasks, new employees often have their own expectations for a new workplace. By understanding this, businesses can improve the employee experience, increase engagement, and retain talent.

• Work environment: New employees always expect to work in a positive, friendly, and transparent environment. They desire open communication, mutual support among colleagues, and a place where their opinions are heard. A professional yet flexible environment helps new employees confidently express themselves.
• Learning and development opportunities: Many people join a new company with the desire to learn new knowledge and enhance their professional skills. Training courses, mentoring programs, or a clear career path are factors that will retain them long-term. New employees are interested in whether the company invests in their personal and professional development.
• Transparency and clarity in work: From the very first days, new employees are often concerned with clarity in task assignment, roles, and responsibilities. They want to know who their direct manager is, what their specific daily tasks are, and what the company’s expectations are. Transparency creates a sense of security and promotes work efficiency.
• Benefits and compensation policies: Although not the only factor, benefits remain one of the top concerns. Transparent compensation appropriate for the position, full insurance coverage as required by law, mental health support, flexible working hours, or work-from-home opportunities are things that make new employees feel cared for and valued.
• Internal culture and recognition: From the working style and internal events to how employee birthdays are celebrated… all are part of the company culture. New employees are very interested in whether they fit into this atmosphere. Additionally, having their small contributions recognized helps them feel encouraged and motivated to continue contributing.

12. Conclusion

Becoming a new employee can be a challenge, but it is also an opportunity to demonstrate your abilities and prove yourself. Take advantage of the initial period to learn, adapt, and build a solid foundation for your career.

If you are in the early stages at your company or want to improve your skills in human resources, work, and internal culture management, don’t miss the latest articles on our Blog. Or contact us directly for a consultation on the all-in-one business management software solution, 1Office, for your business.