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Effective ways to onboard team augmentation members

Staff augmentation has become a popular option for companies looking to expand their teams with skilled talent while keeping costs low. However, integrating new team members can be a challenging process, especially when they work remotely or are located in a different country. In this blog post, we will define staff augmentation and provide an overview of the key steps involved in the integration process. Our goal is to ensure that new team members can adapt quickly and begin contributing to the team's success.

Effective ways to onboard team augmentation members

Table of contents:

  1. Definition of staff augmentation

  2. Integration Process of Augmented Team Members - key steps

  3. Best Practices for Successful Onboarding

  4. Steps to successfully onboard remote employees

  5. Benefits and Challenges of Team Augmentation with Nearshore Talent

Definition of staff augmentation

Staff augmentation, also known as team augmentation, is a solution for companies that require additional resources to complement their existing teams. This involves hiring external professionals or teams to work alongside the in-house staff. This approach provides organizations with flexibility and cost-effectiveness as they can choose professionals or teams with specific skills and experience required for their projects. Staff augmentation is an effective way for companies to scale their resources without the need for long-term hiring commitments or the costs associated with recruiting and training new employees.

Sometimes, "team augmentation" refers to hiring an entire team to support the existing in-house team. This approach helps businesses to maintain transparency and control while simultaneously adding the necessary skills and expertise to expedite progress. If you're interested in learning more about staff augmentation and how it can benefit your business, read this blog post.

Integration Process of Augmented Team Members - key steps

The key to successfully integrating new team members is having a clear and well-defined process. The following outlines the key steps involved:

Identify the needs of the team

In order to begin the integration process, it is crucial to first assess the requirements of the team. This includes identifying any gaps in skills or expertise, as well as determining the qualities and characteristics that would complement the team. Additionally, it is important to pinpoint current employees who could serve as mentors to the new hire, based on factors such as their personality, energy level, and knowledge of company processes and culture.

Choose the right team members

It is crucial to identify the needs of the team and search for candidates who possess the necessary skills, experience, and qualities. It is equally essential to evaluate the cultural fit carefully and ensure that the candidates share the same values and vision as the team. However, the concept of Cultural Fit has been challenged recently, arguing that it can work against diversity and inclusion, depending on the definition applied to it. It is important to note that companies with clear values and principles can benefit from finding employees who share the same vision. For instance, if the team values open communication, transparency, and collaboration, it is imperative to look for candidates who prioritize these values. This can be demonstrated through the candidate's past work experience, references, and responses during the interview process. By selecting candidates who align with the team's values and principles, they are more likely to fit in well with the team and contribute to its success.

Onboard the new team members properly

Smooth onboarding is crucial for a successful integration process. The onboarding process must begin before the new employee's first day and should be customized to their specific needs and experience. When working with any member of the team, particularly augmented team members, it is important to clarify and discuss practical issues such as their payment schedule, benefits, and local holidays. It is also crucial to communicate working hours and expected response times when collaborating with international teams.

To help the new hire stay motivated and learn quickly, the onboarding process should be interactive and engaging. Additionally, the new hire should be provided with the necessary support to be successful, such as having a mentor, access to resources, and opportunities to ask questions.

Facilitate open communication

Effective communication is vital to the successful integration of new team members, but it can be challenging, particularly for remote software developers. Communication barriers, such as differences in time zones, languages, and cultures, can hinder effective communication. It is crucial to establish clear communication channels and protocols and ensure that the new team member is aware of them. Encouraging the team member to ask questions and provide feedback is essential, and providing them with access to the necessary resources and tools to communicate effectively is equally important. Additionally, it is essential to establish a good rapport and build trust to facilitate open communication, especially when working remotely.

Monitor performance and provide feedback

Providing regular feedback is crucial for new team members to understand their strengths and weaknesses and make necessary adjustments. This is especially important in agile or Scrum methodologies that prioritize continuous improvement. Moreover, it's essential to assess a new team member's ability to work effectively within established processes and workflows and to provide guidance and support when necessary to ensure successful integration.

During the onboarding process, it is recommended to have periodic check-ins with the new employee to guarantee their comfort and engagement. Additionally, it's vital to provide feedback on the new hire's early contributions.

Foster collaboration

Encouraging new team members to collaborate with others and share their ideas not only helps them feel like valuable members of the team but also enhances the team's overall performance. In Agile methodology, team members work closely together and continuously cooperate to achieve shared goals. Being adaptable to changes and frequently delivering value are also key principles of Agile that can facilitate the process of onboarding and team building. By fostering a culture of cooperation, adaptability, and continuous improvement, the team can work more efficiently, identify and address issues more quickly, and ultimately deliver higher-quality results. Therefore, it is vital to ensure that the new team member understands the significance of teamwork, collaboration, and Agile principles in accomplishing the team's objectives.

Celebrate successes

Celebrating successes is an important part of the integration process. Recognize the new team member's contributions and celebrate their achievements. This will help to build morale and reinforce the team's sense of accomplishment.

Best Practices for Successful Onboarding

The following are some tips for onboarding new team members effectively:

Start early

It is important to begin the onboarding process before the new hire's first day. To achieve this, provide them with information about the team's goals and expectations, as well as any necessary training materials.

For a software development team member, the onboarding process should include providing them with access to the development environment, as well as any necessary software licenses and tools. The new hire should be introduced to the team's codebase and coding standards. The process should also include an overview of the team's development process and any relevant documentation. Finally, communicate the team's goals and expectations for the new hire, as well as any specific projects they will be working on.

Onboarding is a crucial process that should be tailored to the individual's needs and experience. To ensure success, take the time to get to know the new team members and understand their strengths and weaknesses.

Make the onboarding process interactive and engaging. This will help the new hire stay motivated and learn more quickly. Use a variety of training methods such as videos, quizzes, and hands-on exercises.

Provide the new hires with the support they need to be successful. This includes providing them with a mentor, access to resources, and opportunities to ask questions. Make sure they know that they can ask for help if they need it.

A mentor can provide guidance and support to the new hire, helping them navigate the complexities of the team's codebase, coding standards, and development processes. Mentors can also help new team members develop their skills and knowledge, provide feedback on their performance, and offer career advice and opportunities.

Steps to successfully onboard remote employees

Steps to successfully onboard remote employees

1. It is important to maintain communication with the new employee even after the job offer is made. Share relevant information about the onboarding process and be available to address any concerns they may have. Provide clear information about their payment schedule, benefits, local holidays, working hours, and expected response times.

2. Before onboarding, managing paperwork is crucial to ensure a smooth process. This includes providing and reviewing contract documents, privacy agreements, and other necessary legal documents. Collecting essential information from the new employee and ensuring that everything is in order before they start can help prevent delays and create a positive impression.

3. When new employees start, it is essential that they have access to the necessary tools and systems to perform their jobs. This includes company email and messaging platforms, project management and collaboration tools like Trello or Asana, development environments and tools such as IDEs or version control systems, access to required documentation and knowledge bases, security protocols, and VPN access if applicable. Providing access to these tools and systems before the start date can help new team members hit the ground running and avoid any unnecessary delays in their onboarding process.

4. It is also important to assist new employees in creating a healthy workspace, which can include providing ergonomic equipment or tips on how to create a comfortable and safe work environment. Some companies even send a welcome kit that conveys a positive message of inclusion in the team.

5. The 1:1 Kick-off Meeting is a crucial step in the onboarding process, and the new employee's direct manager typically holds it. During this meeting, the manager should take the time to get to know the new team member and address any concerns they may have. The meeting should also be used to establish clear goals for the onboarding process and set expectations for the new employee's performance.

Overall, the 1:1 Kick-off Meeting is an opportunity to establish a positive relationship between the new team member and their manager. By setting clear goals and expectations, the manager can help the new employee feel supported and motivated, and ensure that they have the necessary resources to succeed in their new role.

6. When introducing new remote employees to an international virtual team, it is crucial to take extra effort to ensure effective communication and collaboration. One way to achieve this is to organize a virtual meet-and-greet with the team, either through a video call or a group messaging platform. During the meeting, team members can introduce themselves and provide an overview of their role and responsibilities. In larger companies, it is sufficient to introduce the direct team members to help the new employee get a sense of who they will be working with and what each team member's role is within the organization.

It's important to encourage new team members to ask questions and provide feedback while ensuring they have access to the necessary tools and resources to communicate effectively. Establishing rapport and building trust is essential to facilitate open communication, especially when working remotely and across different cultures.

7. In software development, mentorship is particularly important as new team members must navigate complex codebases, development processes, and coding standards. A mentor can provide guidance and support to the new hire, helping them to learn more quickly and avoid common pitfalls. They can also help new team members to develop their skills and knowledge, provide feedback on their performance, and offer career advice and opportunities. In addition, mentors can help new team members to integrate into the team's culture and establish relationships with their colleagues. Overall, mentorship is a valuable tool for ensuring the success of the onboarding process and the long-term success of the team.

8. Providing access to workflow details and allowing time for orientation and training are crucial steps in the onboarding process. This helps new team members understand how their role fits into the broader company and feel more comfortable in their new environment. However, training and upskilling should not stop after the onboarding process. Regular training sessions and opportunities for upskilling can help team members stay up-to-date with the latest technologies and best practices in their field. This not only benefits the team member's individual growth but also contributes to the overall success of the team and the organization. By investing in the development of team members, companies can create a culture of continuous learning and improvement, leading to higher job satisfaction, better employee retention rates, and ultimately, improved business performance.

9. Establishing clear goals is key to ensuring effective integration of new team members. By setting specific, measurable, achievable, relevant, and time-bound (SMART) goals, both the manager and the new employee can stay on track and ensure that the onboarding process is progressing as planned. These goals should be aligned with the team's objectives and reviewed regularly to ensure that progress is being made and adjustments can be made as required.

Coordinating a plan for the first 30-60-90 days with the employee's manager and following up on the agreed outcomes or KPIs can help ensure that the onboarding process is effective and that the new team member is integrating well into the team. During the onboarding process, it is important to keep following up with new employees and providing them with feedback. At the end of the first year, evaluate their performance, get feedback from them, and discuss their learning and development opportunities. This can help them feel valued and supported as they transition into their new role and give you a more accurate vision of their performance and integration with the team.

Benefits and Challenges of Team Augmentation with Nearshore Talent

Augmenting teams with talent from nearshore locations can provide several benefits, such as a wider pool of talent, time zone overlap, lower costs, and cultural compatibility. While communication barriers may be a challenge, with proper planning and execution, organizations can reap the rewards of a more diverse and efficient team. In addition, working with culturally compatible teams can be advantageous for the integration process. Regardless of cultural compatibility, the onboarding process should be tailored to each individual's needs and experience. It should be engaging, and interactive, and provide the necessary support for new team members to adapt quickly and contribute to the team's success.

Several figures provide context for the significance of effective onboarding and the growth of the nearshore IT market:

  • 86 percent of organizations with a strong onboarding process improve new hire retention by 82 percent and productivity by over 70 percent (Brandon Hall Group).

  • The Aberdeen survey showed that 83 percent of the highest-performing organizations began onboarding prior to the new hire's first day on the job.

  • 93 percent of businesses agree that onboarding can help new hires decide whether they want to stay or leave (Zavvy).

  • 17 percent of new hires leave their jobs within their first 90 days (SHRM).

  • The average cost of hiring a new employee is three to four times their position salary (Society for Human Resource Management).

  • New employees with good onboarding are 18 times more committed to their employer (Bamboo HR).


It is crucial for companies to effectively augment their teams with skilled talent in a flexible way. This ensures that they expand and improve their efficiency, productivity, and overall success. To achieve this, organizations should follow the key steps outlined in this post.

If you're looking for a reliable IT staffing agency that specializes in providing high-quality team augmentation services with talented Polish developers, consider Heads Here. We manage all pre-onboarding paperwork, ensure flawless communication with new team members, and support them in creating a healthy working environment.

If you want to learn more about how we can help you achieve your goals, feel free to contact us or schedule a call today.


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