If a new employee is feeling overwhelmed by their workload during onboarding, start by having a compassionate conversation. Acknowledge that onboarding can be tough and assure them that it’s okay to feel this way. Break down their tasks into more manageable steps, and help them focus on the most important ones first. Pair them with a mentor who can guide them and offer regular check-ins to see how they’re doing. Encourage them to ask questions and remind them that you’re there to support them every step of the way. Let them know their well-being matters just as much as their work.

Any person fresher or experinced undergo anxiety in new role,backing them up and encouraging them to give their best will always help.Story telling how you did work and allingn with culture.Allow comfort not to fear failure and always support for trying things out .Insecurity is worst derailer and encouragement and appreciation biggest game changer.

It’s very important & crucial for every Organisation to streamline their Onboarding & Orientation process. The following milestones of a new joiner can be instrumental in their productivity- 1) Smooth Onboarding (Day 1 delight) 2) Session with the HR department 3) Senior Management Meeting 4) Assigning a Buddy 5) New Joiners “First 100 days Plan” with mutually agreed timelines 6) 30-60-90 days meeting with the HR & the Line Manager 7) Introducing “Open Door” policy - To ensure new joiners are welcomed for any suggestions/ improvement’s ideas also to highlight any difficulty they facing in their day to day work. If we have these processes in place, they will feel they have taken the right decision to join this new organisation.

Implementing interactive and practical learning methods can help. Whether it's shadowing a task in the field or running a recruitment simulation, this allows the new hire to apply knowledge in a low-pressure environment, ensuring they understand processes effectively.

Assess your workload and ave a one-on-one chat. Ask them to list their current tasks and deadlines. Ranj tasks by importance and urgency. Use tools like a priority matrix if needed. Identify tasks that can be passed on to others. Break down major tasks into smaller, manageable steps. This makes each task less daunting and provides a clearer roadmap. Set up daily or weekly check-ins to monitor their progress and adjust plans as needed. Get training materials, FAQs, or a buddy system and reach out to experienced colleagues. Get methods like the Pomodoro Technique or time-blocking to help them manage their workload more efficiently.

I would assess whether our onboarding process is genuinely efficient and aligns with our values. The 1st step would be to identify specific challenges. I’d assess the timeline for completion—Are we overwhelming new hires with too much information in a short period? It’s crucial to establish clear expectations and ensure the process is streamlined and easy to understand for everyone. While online training materials are important, the value of the human element cannot be overstated. Onboarding should not just be informative, but also engaging and welcoming! Since customer delight is a core part of our work culture, I would ensure that every aspect includes an element of delight, reassurance and support for our new team members.

Starting a new job can sometimes feel like a rollercoaster of tasks and expectations—but it doesn’t have to be. Supporting new team members during their onboarding is key to preventing them from feeling swamped. Here are a few hacks that have worked for me: Divide and conquer: Breaking tasks into smaller, manageable chunks can help reduce that sense of chaos. Step-by-step clarity: Providing clear, structured guidance ensures new hires don’t feel lost and keeps things moving smoothly. Regular check-ins: Scheduling consistent touchpoints helps new employees feel supported and gives you a chance to gather valuable feedback.

Maybe the fault is with the organization. It could be an incorrect hire or unintelligent onboarding process. An intelligent hire will find his way in time or manage the system. The feeling of being overwhelmed stays. We know as interns this approach persists. You are checking character and ability. If incorrect qualifications, experience and culture fit, then if I don’t fit, I don’t fit. For an accountant, check system knowledge and excel skills. For senior position gage organization and cultural fit requesting a presentation on onboarding, transition and strategy. When the challenge is the organization, no checklist or guidance is of assistance. You will always be overwhelmed.