TeamBlender
Team building for onboarding: welcome new employees
Onboarding team building creates an opportunity to meet colleagues and cooperate while welcoming new employees. With TeamBlender, managers and HR teams can prepare a challenge session, facilitate it live and use results to open a discussion. This session complements the onboarding journey; it does not replace it.
Create a welcoming setting, not a test
Explain that the session is a chance to meet people, not an exam. Introduce participants, rules and tools before starting. Choose activities that do not require prior knowledge of company habits and make room for questions from new joiners.
How do you organise a session?
Define what the meeting should enable
Choose a priority: identifying key contacts, discovering ways of working together or starting a conversation across departments. Then prepare the programme in the Session Builder, checking challenge rules.
Invite new joiners and colleagues
Share the session link and code. Plan participant introductions and accessible instructions. Whether in person, remote or hybrid, check that everyone can contribute and ask for help.
Finish with useful next steps
Use challenges to ask what helped cooperation and what questions remain. Finish with practical pointers: people to contact, upcoming meetings and onboarding resources.
Choose challenges accessible to new joiners
Collaborative puzzles or quizzes can support an initial shared activity. Consult the catalogue to select challenges suited to the group. Avoid turning scores into a ranking of new employees or an HR decision: session results do not measure personality or professional aptitude.
Frequently asked questions about TeamBlender
Does team building replace the onboarding journey?
No. It complements welcoming activities and meetings with colleagues. Job information, tool access, support and follow-up meetings still need to be organised as part of your onboarding process.
Can we run this session for remote onboarding?
Yes. Participants join TeamBlender in their browser. For remote or hybrid groups, plan a separate video conferencing tool and introduce tools and rules before starting challenges.
Are results used to assess new employees?
Available results support a debrief of challenges and cooperation strategies. They are not an individual diagnosis and should not be presented as a psychometric assessment or a measure of professional aptitude.