You're onboarding a new team member with trust issues. How can you build a foundation of trust with them?

What I usually practice is to include the whole team in onboarding (we're small startups). Every and each of my collegues is having a part in the onboarding process, myself included. That way the person always feels welcomed and gets to know all members, their experiences in the company, and what their role looks like within the first month. Vice versa, the team gets to know a new person and connects with her/him faster and there is more collaborative path they all take from this approach, in comparison to being onboarded just through reading documentation)

Share information openly about team goals, expectations, and any changes that might affect them. This includes being clear about your own role and how decisions are made within the team.Consistent behavior helps in establishing reliability. Follow through on your promises and be predictable in your responses and actions.Create an environment where they feel comfortable sharing their concerns and asking questions. Listen actively and validate their feelings.Understand and respect their personal and professional boundaries. Building trust also involves not pushing them too quickly into team activities or social interactions.

To build a foundation of trust with a new team member who has trust issues: Start with honest, face-to-face conversations to address any initial concerns and set clear expectations. Assign a mentor or buddy for personalized guidance and support to help them navigate their new role. Share relevant information openly and involve them in decision-making processes to foster trust. Implement anonymous feedback options to allow them to express concerns and suggestions freely. Customize the onboarding experience based on their interests and past experiences for a more engaging start. Create an environment where they feel safe to voice concerns and take risks without fear of judgment.

To build trust with a new team member with trust issues, schedule regular one-on-one meetings for open communication, and be transparent about goals and expectations. Involve them in decision-making to show their input matters, and consistently follow through on promises to demonstrate reliability. For example, when Manish joined a tech company with trust issues, his manager Vishal implemented these strategies: weekly check-ins, involving him in planning, and team-building activities. This approach helped Manish feel valued and integrated, fostering a strong, trusting relationship.