If your team has experienced a lot of turnover in the past two years, you might be left leading two distinct camps of employees: the old guard and new arrivals. How can you integrate your new employees in a way that reduces this kind of fracturing? Start by focusing on and investing in onboarding early — especially if your new employees are starting remotely. A robust process should cover at least six to nine months to help people feel fully integrated and should focus on helping newcomers build relationships with colleagues who’ve been around a long time and others who are also new. Reduce resistance to new ideas. Rather than interpreting new thinking as a critique of how you’ve done things, view it as an opportunity to learn and stretch. Avoid saying things like, “We’ve tried that before, and it didn’t work” or “You don’t really understand how we do things here.” Instead, welcome new ideas and give your new hires a chance to shake things up and rack up quick wins. Show your enthusiasm and support for new ways of doing things, especially those that can help your company be more competitive. If the suggestions new leaders offer aren’t appropriate, offer suggestions for how their ideas can fit within — and push — the existing environment.