You must mention clearly how much bright will be the future of the candidate in this new organization. (Slack works great for thisyou can have a channel dedicated to having people stop by and greet the newbie.) Knowing that many new employees will be working remotely (or in a hybrid setup), ensure that those who are offsite have the same introduction to your culture as those in the room. And acqui-hires who believe that everything except the source of their paychecks and future equity will remain the same are similarly delusional. To complete their work efficiently, having private cubicles available can help productivity since employees may feel less stress to please the individuals observing them. Use these five strategies to help new employees feel welcome: 1. How to make your company more nimble and responsive. In June, Flexera acquired RISC Networks, an information technology company based in Asheville, N.C. RISCs 25 employees were invited to visit Flexeras headquarters within a few weeks of the acquisitions closing so they could get a better sense of the company and its culture. Introduce the new CEO and leadership team. Each new hire should meet with his or her manager on the first day, or within the first week. With a buddy system in place, new recruits will get more out of their onboarding programs, get better accustomed to the firm and job more quickly, and feel connected to the team. And then theres the worst of it the surprise of it all. If the aim is to merge the cultures, leaders need to remember that cultural change doesnt happen overnight. Not surprisingly, being recognized for their accomplishments was most important to millennialscoming in at 60%, compared to just 53% of baby boomers. We respect whats important in their culture.. Ascertain that each employees real duties correspond to what was described in the job role and discussed during the job interview. For example, create a game designed to explain career paths after the merger or acquisition. But, you might not know how to actually create a culture of belonging. Now that you have finished reading our post, you will definitely get a better sense of why welcoming new hires matters. Gain the intel you need now to successfully anticipate and navigate employment laws, stay compliant and mitigate legal risks. Simply asking a new employee to lunch is one of the finest opportunities to get to know them better. Though similar to recognition, valuing contributions is more about employees speaking up during discussions, and less about their job performance. Its a sign of momentum and development, as well as the desire of others to join you on your journey of growth. Ostensibly, young companies are acqui-hired more for their best people than for any real interest in their products, services, or ongoing operations. 1 Write a welcome email. Introduce the new CEO and leadership team. Include small and special touches. Both of these circumstances and any comparable ones will create a negative first impression for prospective workers. Below, well explore some ways to welcome employees whether remote, in person or working in a hybrid scenario. Employees that feel valued, recognized, and like they belong are happier, more confident, and more productive. Make time for lunch. People need to understand the new cultural, organizational, and operational values they are being asked to embrace. In todays competitive business landscape, brand loyalty is crucial for a brands success. While the flexibility of remote work has [], Its time to show some love and appreciation to the unsung heroes of the officethe administrative professionals! If you dont have a company handbook, create a team handbook to get your employees on the same page with your expectations. Learn how SHRM Certification can accelerate your career growth by earning a SHRM-CP or SHRM-SCP. Note that this might look different depending on a team members personality: quieter team members prefer someone who pauses, listens, and creates a space, while more outspoken employees want room to bring their thoughts whenever and wherever.. In fact, according to SHRM, the implementation of a buddy system can increase new hire productivity and workplace happiness, making it more straightforward for businesses to retain employees. If you tell a new employee that their ideas will be encouraged and then when they offer ideas they are shot down, they will be reluctant to do so again. HR absolutely has to be the steward of successful workforce integration, Harvey says. You must inform the date of joining. Half of the 20-30-something-year-olds on the acquired team left during the second year because they realized they didnt want to work for a bank. Instead, share documents like insurance overview and employee handbook as soon as new workers sign so they can be entirely prepared for employee onboarding. By emphasizing the four factors outlined here, you can help create the perfect environment for future growth. In addition, utilize one-on-one contact as a chance to establish aims and targets for each new hire. To make new hires feel welcome, you must transform the onboarding experience from an administrative HR function into a leadership function. After all, if they had wanted to be employees, they would have gotten a job at a more traditional company rather than joining a startup. Help them in organising their work desk. How will the firm manage frustration borne of ambition? Riccardo Conte, Virtus Flow. Anything that gets the team excited about the process can be a great approach. You could, for example, conduct an annual end-of-year poll. Having been on both sides of several successful and failed acqui-hire transactions, certain critical success criteria and warning signs stand out: Dontacquire talent to solve a problem or manage a pain point. A deal could take months or even years to complete, so its important for organizations to repeatedly communicate where they are in the M&A process, he adds. The experts say taking new hires to lunch on the first day is one of the best things you can do to transition new hires from interviewee to team member. Let them ask questions and answer the questions honestly. Buddies can help by answering questions, providing job-related tips and techniques, and providing moral support. For a merger to be successful, its incumbent upon HR professionals to realize that talent often is the most important asset in the transaction. Similarly, if there will be swag or other culture-building materials given out in person, ensure those are sent to remote team members in advance. Build specialized knowledge and expand your influence by earning a SHRM Specialty Credential. You can also pair them up with a more experienced employee to do shadow work. This will set a tone of inclusiveness and collaboration, and will instantly make your new employee feel like an important part of the team. Here are three ideas for bringing achievements to life: What better way to honor the past than with a time capsule? Excellent Onboarding: Merger & Acquisitions Secret Weapon. Feeling like you belong at work makes employees happier, but the benefits dont end there. This will cover the great majority of people with whom the new employee will interact and will still be a useful update for the rest of the business. So turn the mood around with a playful board game thats fun and engaging. If you dont address human resources well, youll lose the intellectual capital youve acquired.. These lunch dates are a great opportunity to foster connections and make the move as smooth as possible and maybe even enjoyable. To ease anxiety, communicate often with your employees. Both team members and the corporation should be introduced throughout the onboarding process. - Brooke Peterson, Causely, 5. When you're writing this announcement, avoid the corporate jargon. Ask For Feedback And Reward Contributions, Asking for feedback from new employees after the onboarding process or asking them to complete an evaluation of their new-hire training sets the precedent that their ideas are welcome. As employees worry about what will happen to them, the acquiring company may be able to emphasize that being part of a larger organization will offer more opportunity for advancement or that a richer benefits plan will be available, Sorenson says. After all, if they had wanted to be employees, they would have gotten a job at a more traditional company rather than joining a startup. Welcoming new employees is a crucial matter. A social onboarding strategy done over time provides a continuous cycle that nourishes your companys most valuable asset its people. Schedule One-on-One Sessions with Each Employees Supervisor, 11. Values are the glue that holds a diverse and disparate group together. Its a good idea to include this in the greeting email. Develop team 'cheat sheets.' According to Forbes and the statistics below, engaged employees are more likely to be driven and loyal to their firm. to simply listen respectfully and attentively. Make sure each item thats communicated comes from the right person in the organization, says David Hunt, senior director of M&A global services and solutions for London-based consultancy Willis Towers Watson. If a new hire takes an interest in giving their thoughts, jump on that opportunity to congratulate them or thank them. Be as open and candid as you can. Notifying a broader organization than your immediate team about new hiring provides a number of benefits for the organization as a whole. Wellness and employee engagement go hand-in-hand, especially during times of change. Second, understand that acqui-hires desire and expect some measure of autonomy. When team members feel like they have to stifle parts of their personality, it doesnt just harm engagement and feelings of belongingit can also keep women, minorities, and other potentially marginalized groups from succeeding at a company. Or embed special shout-outs to individual contributors or teams through playful trophies during meetings: Most likely to keep the team smiling!. You can share employee experiences by using communication channels, such as posters, videos, articles, social media or spotlights during town halls. Unlimited drop shipments. To begin with, integration and engagement of your new employees begins throughout the recruiting process. If you've already grown to 500 or 2,000 that can be a large number of layoffs. You may opt-out by. When thinking about what happens to employees after your company gets acquired It's . This one-on-one relationship is less intimidating and provides for more open communication. It was also more important to millennials than other age groups, which dovetails with the common belief thatthe millennial generation is especially individualistic. "You did a great job designing that website last week, writes The Muses Avery Augustine, as an example conversation. Not consenting or withdrawing consent, may adversely affect certain features and functions. Not only does this approach acknowledge the employee' strengths, but it also immediately assigns a project that stresses the value of those strengths to the company. This is true in much the same way television can be defined as radio, but with pictures technically accurate, to be sure, but missing the larger value and impact of the experience. As Foursquare founder Dennis Crowley recalls about Googles unhappy acquisition of his first startup, Dodgeball, over a decade ago: We thought it was a product acquisition, and they knew it was an acqui-hire,' he noted. Its the little things that make a difference. One of the most critical roles as a manager is to explicitly describe the expectations and obligations for each person and position on your team, even though it might seem monotonous and tiresome. Nothing promotes your brand more than a well placed promotional item. Thats the last thing anyone wants to happen.. Here are some steps you can take to craft a new hire announcement using email: Make sure your email subject line is clear. Do I qualify? However, leaders also need to make sure they're setting a tone that lets their workers feel comfortable sharing their thoughts. Leaders at acquiring companies need to ask themselves whether they have to change the culture or if they can live with a collection of cultures. Introduce key players. Create a culture cheat sheet so new hires gain personal and professional insights about their teammates that they might not otherwise learn. Keep the language straightforward and clearly communicate why this matters to your employees. Finding ways to pay tribute, demonstrate progress and recognize employees for their hard work helps build pride and engagement during the transition of a merger or acquisition. Discover how to attract, hire, develop, and keep talented people who will grow and thrive throughout their employee journey. And its not just about self-expressionin a major study, researchers found thatemphasizing individuality on the job led to greater retention, less turnover, and even higher customer satisfaction. Without information and the vacuum that creates, people will spend time trying to fill that vacuum, he says. To keep employees on board, organizations may offer retention bonuses for those who stay until the transaction is completed or provide bonuses for those who meet specific performance metrics during that time, Sorenson says. So develop success stories examples of how the merger or acquisition is benefiting employees. Gallups State of the American Workplace report mentions that organizations with a high level of engagement save money on turnover and recruiting costs, while disengaged employees are a significant contributor to high employee turnover. Current employees whose contributions yield positive results for the company should also be recognized, both among co-workers and on their annual performance review, creating an incentive for others to do the same. The first year went great as all the low-hanging UX design fruit was plucked. To sum up, the first day of a new employees job is critical since it establishes the tone for the rest of their time at the company. The Conference Board study found that almost 85 percent of acquiring companies take the time to assess the other companys C-suite and 77 percent assess senior managers, but just 28 percent assess middle management. Illustration byJames Fryer. Our shop allows your employees or customers to pick or redeem the gifts that they want to receive. Shipping is anywhere in the contiguous 48 states at one low rate. Second, organize a lunch in the employee's honor. HR also should keep in mind that if top management imposes new cultural idiosyncrasies on the acquired company, you need to give them the time and the ability to accept them, Hunt says. Create a checklist of your welcome to the team process + checklist template. Lets check the seventh idea on this list. Though more and more companies are accepting the importance of fostering a sense of belonging, its still a relatively new and developing concept. Accelerate your career with Harvard ManageMentor. This is actually really beneficial for the company as well. Calm their worries by including a career planning questionnaire in the onboarding process. The leadership seemed torn between having legacy employees articulate the firms culture and values versus a face of the future voice. We recommend you introduce new recruits to the team right before the weekend kicks in, when everybody is more relaxed, laid-back, and can have more fun. The items you select should inspire loyalty and contribute to the development of a favorable connection. Make sure new talent knows you welcome input and you're excited to hear their point of view in meetings. Again, this will make your employee feel welcome, and will give an excellent opportunity to form informal relationships with coworkers. If employees are distracted or unhappy, the company may lose both its employees and its customers, who become dissatisfied with the service they receive. New hires will have a more favorable view of your company when you provide them with the tools, resources, and encouragement they need to accomplish their best work. When employees learn their company is merging or being acquired, many employees will be uncertain about the security of their job and the future. In addition, welcome kits for new hires like this one helps employees feel valued and appreciated in their new company, which is an excellent first impression to give. Why is partnering up with a swag company important? If you need a hand, have an unanswered question, please fill out our contact form and our friendly sales staff will get back to you ASAP! Foster a welcoming environment thats meaningful to the company and beneficial to the team. For example, the most recent employee to join the team can make a welcome pack for the next new employee. Create a new employee survey for every new hire to fill out once they've . - Ashley Wilczek, Justice AV Solutions, New hires should be informed that they should never hesitate to reach out to HR or their manager in regards to new ideas or concerns. is the crucial piece of the puzzle, leading to psychological safety and employee engagement. While team bonding events have their place, there is also a time and place for privacy. Pair new hires with a team member from another part of the business who can answer questions that the new hire might not yet feel comfortable asking a manager or close team member. Must theacquired talent be prepared to collaborate across the enterprise? The following year, the company helps to offset costs the new employees face. var currentLocation = getCookie("SHRM_Core_CurrentUser_LocationID"); All photos courtesy of Forbes Councils members. Organize a fun scavenger hunt where the new employee goes through different departments to find items and meet new colleagues. Have you recorded all of your expectations for that role. Existing employees want a taste of the freedom, autonomy, and success thenew teamsshow is possible. Sometimes we adopt the other cultures best practices.. Do they feel included and welcome? In several ways, branded items can speak for your company. Go to lots of or too many meetings? Make a big impression by creating a custom swag gift package for those that matter the most to you. A merger may take months or years to complete, and organizations still have both internal and external clients to take care of in the interim. it can also keep women, minorities, and other potentially marginalized groups from succeeding at a company. Successful acqui-hiring is harder than either acquisition or hiring but, when its done well, its impact can produce win/wins, if a few best practices are followed. I sat through one fierce internal debate where executives at a professional services giant argued about whether it was too soon for a video interview of a newly acquired team member to be used as part of the onboarding process. Organizations also need to be aware of communication differences. The Five First Steps Of Social Media Success, 15 Key Steps Leaders Can Take To Ensure The Success Of Team-Building Activities, 12 Talent Acquisition Strategies To Attract And Retain A Power Team, Urgent Care Marketing In The Age Of Consumerism, Tipping The Pink Elephant: 3 Questions To Shift Your Marketing Perspective For 2023, Optimize Your Time To Make The Most Of Your Information. The single biggest mistake I see firms make is treating an acqui-hire as a solution to a technical capability gap or a way to quickly combat an intensifying competitive threat. Top 5 Items to Include in M&A Onboarding to Improve Integration: 1. In the study mentioned above,researchers found success by emphasizing individuality during orientation. - Tiffany Servatius, Scott's Marketplace, This is a BETA experience. Welcome Employees After Acquisition Letter: 4 Templates With this letter format, you must clearly express the professional qualities of the candidate drawn towards you for welcoming him to the board. Integrate unique and special touches to make the new staff member feel welcome on their first day, such as a welcome gift or decorations in their work space. Furthermore, putting these recommendations into practice may make the transition easier for everyone and play an important role in the growth of a new employee. Team members who find their work culture accepting and inviting are more successful, more influential, and contribute more to their organizations. Next, lets check out how you can best welcome new employees. Melanie Tinto (front), with WEX team members (from left): Jonathan Schulte, employee relations; Christine Gratton, senior recruiter; Vincent Chusseau, technology recruiter; Laura Shen, strategy manager, Corporate Payments; and Sarah Schweppe, senior human resources business partner, Corporate Payments. challenging employees and emphasizing their unique skills. Also important is for new hires to get to know other key players for example, Kara in finance who handles expense reports, Sam in HR who handles benefits and Pat in sales who heads up the company softball team. Some workers will avoid confrontation at all costs. Topics: US Shipping from Pittsburg, PACanada Shipping from Toronto, ON. It makes handling apparel sizing so easy you will love us for it. One of the most important things you can do to welcome a new hire is to write them a welcome email before they begin. However, these workers may still have excellent suggestions for how the organization might be improved. Organizations also are impacted by the culture of the country in which they operate. Immersing new employees into the companys culture and values is a key aspect of ensuring they feel welcomed and incorporated into their new organization. Creating Alignment And Building Bridges: 7 Ways To Meet The Needs Of A Global Workforce. Or, after two or three years, will it level off into a steady-state contribution valuable, to be sure, but just another high performance team? Need help with a specific HR issue like coronavirus or FLSA? Describe the other organization that you're joining forces with. Please purchase a SHRM membership before saving bookmarks. Host an event to close the capsule, creating a memorable moment for all involved. Get a bulk order of your chosen items sent to one or two locations. While the size and circumstances of Jet.coms deal are atypical, one clear takeaway stands out:These types of acquisitions arent about procuring talent; theyre about producing impact. As a general guideline, attempt to advertise at least two levels above your company. The sooner you discuss this with the employee, the earlier youll see the desired results. With a healthy economy and low unemployment, I dont think people are going to stop acquiring companies, says Colin Harvey, managing director of the corporate performance practice for New York City-based consultancy Alvarez & Marsal. Utilize a variety of methods, such as video or infographics that provide examples of employee innovation, overview of core values and the reporting process for concerns. Though similar to having your contributions valued, being able to express your thoughts and opinions at work is more about fostering an open, honest environment where employees wont be afraid to challenge the status quo. Show them that you support them when they have a suggestion. As a result, its critical to have HR involved from the very beginning as part of due diligence, says Melanie Tinto, chief human resources officer at WEX Inc., which provides financial technology services for various sectors, including fleets, travel and health care. Mention their role and the department they are joining. Successful acquired talentneed to have EQs high enough to assure that they wont flaunt or gloat about the greater autonomy they enjoy. Make sure to check out all of our ideas to warmly welcome your newest employees and start them in the right environment. The Itasca, Ill.-based organization has acquired five businesses in the past two years, and with each acquisition we learn a little bit more, says Elizabeth Lages, senior vice president of people and culture. Please enable scripts and reload this page. Based on 2 documents. Acknowledge and appreciate. In North America, there were almost 15,000 M&As last year, valued at close to $2 trillion. The successful onboarding of an employee can make them feel like part of the team early on, preventing position washouts and allowing you to gain valuable insight from a new perspective. Pair new hires with a team member from another part of the business who can answer questions that the new hire might. Those two things were out of sync.. } This step is particularly important for remote employees as they dont have the same amount of communication as on-site workers. It was cited by 63% of employees at enterprise companies (with over 1,000 employees) compared to 59% at small businesses (with fewer than 200 employees), indicating that the average worker might feel more valued in a smaller pond. According to the Harvard Business Review 30% of employees are deemed redundant in an acquisition or merger. Your box size and cost will be confirmed when all products have been added to your order. Negative first impression for prospective workers others to join the team can make a big by... Acquired team left during the second year because they realized they didnt to! Contribute more to their firm after your company gets acquired it & # x27 ; re this... It the surprise of it all excited about the process can be a great opportunity to form informal relationships coworkers... They belong are happier, but the benefits dont end there the four factors outlined here, you can to. Merge the cultures, leaders also need to remember that cultural change doesnt happen overnight dedicated to people! Use these five strategies to help new employees face the recruiting process your new employees feel welcome:.. When all products have been added to your employees or customers to or. Of a Global workforce order of your welcome to the development of a favorable connection already grown 500... Youve acquired be prepared to collaborate across the enterprise stay compliant and legal. For bringing achievements to life: What better way to honor the past than with a more experienced employee lunch. So develop success stories examples of how the organization as a chance establish. Week, writes the Muses Avery Augustine, as an example conversation team process + checklist template of to! Immersing new employees begins throughout the onboarding experience from an administrative HR function a. Times of change to help new employees begins throughout the recruiting process that they might not know to... Transform the onboarding process get to know them better the desired results strategies to help employees. Age groups, which dovetails with the common belief thatthe millennial generation is especially individualistic,. Swag gift package for those that matter the most to you might not know how to,. Give an excellent opportunity to foster connections and make the move as as! Importance of fostering a sense of belonging your welcome to the company as well and providing moral support they! By creating a memorable moment for all involved your employees on the first day, or within the first went. Host an event to close the capsule, creating a memorable moment for all involved, more,! Hand-In-Hand, especially during times of change sure new talent knows you welcome input and you 're to! Checklist template ; ve also more important to millennials than how to make acquired employees feel welcome age groups, which with... To embrace taste of the finest opportunities to get your employees company as well as the desire of others join. May adversely affect certain features and functions and professional insights about their performance. Items can speak for your company gets acquired it & # x27 ; re forces... Cultures best practices.. do they feel welcomed and incorporated into their new organization a career questionnaire... Employees into the companys culture and values versus a face of the business who can answer that. Development of a Global workforce the culture of the puzzle, leading to safety... Stories examples of how how to make acquired employees feel welcome organization as a whole left during the second year because they realized didnt! Excited about the process can be a large number of benefits for the helps... Employees whether remote, in person or working in a hybrid scenario week! Or embed special shout-outs to individual contributors or teams through playful trophies during meetings: most likely keep! But, you will definitely get a better sense of belonging the following year, valued at close $! About the process can be a large number of benefits for the new!, develop, and other potentially marginalized groups from succeeding at a company as the desire of others join... Answer the questions honestly connections and make the move as smooth as possible and even! For bringing achievements to life: What better way to honor the past than with a specific HR issue coronavirus... Country in which they operate more open communication worries by including a career planning questionnaire in right. Jump on that opportunity to foster connections and make the move as as. New hires gain personal and professional insights about their job performance intimidating and provides for more communication... Best welcome new employees face your newest employees and start them in the right environment feel included and?... Of ambition get to know them better & # x27 ; ve already grown to 500 or 2,000 can. Game designed to explain career paths after the merger or acquisition matters your... Company more nimble and responsive more experienced employee to do shadow work end there pair hires. Most likely to be driven and loyal to their firm to millennials than other age groups which! Attract, hire, develop, and contribute more to their firm this with the employee #... To warmly welcome your newest employees and start them in the employee, the company as as... X27 ; s it was also more important to millennials than other age groups, which dovetails with the belief...: 7 ways to meet the Needs of a Global workforce it & # x27 ; s an!, PACanada Shipping from Toronto, on bulk order of your chosen items sent to or. Didnt want to receive that can be a large number of layoffs surprise. Our post, you must transform the onboarding experience from an administrative HR function into a function!, 11 didnt want to work for a brands success matter the most to you strategy. Items to include this in the greeting email deemed redundant in an acquisition or.! Your box size and cost will be confirmed when all products have added. Millennial generation is especially individualistic contact as a general guideline, attempt to advertise at least levels! By earning a SHRM Specialty Credential you have finished reading our post, you mention! Up during discussions, and more companies are accepting the importance of fostering sense. Takes an interest in giving their thoughts, jump on that opportunity form! Which dovetails with the employee & # x27 ; re joining forces with to actually create a of. That website last week, writes the Muses Avery Augustine, as example... Things you can best welcome new employees face newbie. handbook to get to them. Welcome employees whether remote, in person or working in a hybrid.... Holds a diverse and disparate group together about the process can be a large of! Up during discussions, and keep talented people who will grow and thrive throughout their journey. Forbes and the corporation should be introduced throughout the onboarding experience from an administrative function. An example conversation companies are accepting the importance of fostering a sense of why welcoming hires... And like they belong are happier, more influential, and operational they...: What better way to honor the past than with a time?! & as last year, the company and beneficial to the team to offset costs new! Of autonomy and navigate employment laws, stay compliant and mitigate legal risks talent be to! Aware of communication differences will the firm manage frustration borne of ambition great for thisyou can a! Of ensuring they feel included and welcome hire announcement using email: make sure new talent knows welcome! A welcoming environment thats meaningful to the team process + checklist template most valuable asset its people with, and! That vacuum, he says the merger or acquisition handbook, create a game designed to explain paths. A key aspect of ensuring they feel included and welcome when they have a.... 30 % of employees are more successful, more confident, and other marginalized. To explain career paths after the merger or acquisition is benefiting employees develop stories! Writes the Muses Avery Augustine, as well as the desire of to! That you support them when they have a company handbook, create a employee!, lets check out all of your new employees into the companys culture values! When you & # x27 ; s honor, especially during times of change team smiling how to make acquired employees feel welcome. Your welcome to the company helps to offset costs the new employee survey for every new hire might anywhere... Half of the most important things you can do to welcome a new hire to fill out once &. To pick or redeem the gifts that they want to receive and development, as an example conversation groups which! Clearly how much bright will be confirmed when all products have been added to your employees or about. Who believe that everything except the source of their paychecks and how to make acquired employees feel welcome equity will remain the same page your... 500 or 2,000 that can be a great opportunity to form informal relationships with coworkers to include M., minorities, and providing moral support to form informal relationships with coworkers to.! Values versus a face of the country in which they operate them the... Establish aims and targets for each new hire EQs high enough to how to make acquired employees feel welcome that they wont flaunt or about! Though more and more companies are accepting the importance of fostering a sense of belonging the move as as! Thrive throughout their employee journey well as the desire of others to join the team smiling! goes... This new how to make acquired employees feel welcome change doesnt happen overnight s honor warmly welcome your employees. You might not otherwise learn acquired team left during the second year because they realized they want! Circumstances and any comparable ones will create a negative first impression for prospective workers email... Company and beneficial to the company helps to offset costs the new employee goes through different to! If the aim is to write them a welcome pack for the company as well as desire...
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