To build trust rapidly: Clear Communication: I held a kickoff meeting to outline goals, timelines, and each member’s role, ensuring clarity from day one. I also kept communication lines open through daily check-ins. Empathy and Inclusion: Recognizing the stress of the project, I made a point to listen actively to their concerns and encouraged them to share their ideas freely, fostering a sense of belonging. Strategic Empowerment: I assigned key tasks based on each member's strengths, allowing them to shine and feel valued. Celebrating small wins along the way boosted morale. As a result, we built a cohesive, motivated team ready for future challenges.

Communication and Believe. There must be proper communication and belive with the team member which will lead to the positive attitude towards the new member. Proper briefing has to be done before attending any duties.

Most advice about integrating new team members under pressure is nonsense. You don't build trust through corporate onboarding rituals or team-building exercises. That's like trying to learn swimming by reading about water. The best teams make the simulation real. Give new members a piece of the crisis to own. Watch what happens. Some will dive in: these are your emergency responders. Others will coordinate from the sidelines: equally valuable, just different instincts. Time pressure isn't your enemy. It's your best BS detector. Nothing reveals someone's true nature like a real deadline on a real problem. Great teams aren't built in conference rooms: they're forged by doing hard things together.