Workplace of Choice

Before I started writing this article, I looked up the definition of “Orientation.”  In Wikipedia there are over 15 different definitions of orientation, which just goes to show you that when it comes to New Hire Employee Orientation it’s likely there are just as many, if not more, ways companies go about orienting their new employees.  There is no “one size fits all” way to orient new employees; however, doing it wrong can leave a lasting bad first impression.   Before setting out to develop your new hire orientation (we HR professionals refer to it as “Onboarding”), think about the goals of your program: 

• Are you hoping to simply relay the necessary policy and procedural information and employee benefits or are your goals loftier aimed at integrating the new hire into the organization and educating them about the company mission and values? 
• How do you want the new hire to perceive the Company? 
• How much time do you have to deliver the information?  An hour, a day?  Can you pull new hires together at a later date to continue their orientation?
• Logistically, when will orientation be delivered and by who? 
• What information does the new hire need to know up front to do their job?
• What information can wait and be given at a later date, in an effort to avoid information overload?
• How much do you want new employees to learn about other areas of the Company, not necessarily just their job function?
• Are there legal requirements to information new hires need to receive based on their job (for example, Right to Know Training)?
• Do you have a mentor program in place and how does that integrate into the Onboarding program?

 Putting thought and time into developing a quality Onboarding program that fits the needs, values and culture of your organization will go a long way towards employee retention and success on the job.

We are about half way through August and although we would like to hold onto summer forever, the reality is that autumn is fast approaching.  As summer is winding down businesses are beginning to ramp up and move forward with their recruiting.  This is a great sign for all of us - it’s as if business has come back from vacation and is getting ready for the school year to begin in September. 

This analogy is not as silly as it sounds, if you think about HR recruitment and new hires, the scenario is very similar to the first day of school.  Remember your first day of college, high school, or kindergarten (if you’re lucky enough to remember that long ago)?  Maybe you spilled your breakfast on your special first day outfit or couldn’t find your locker – whatever the scenario, an unpleasant experience on your first day can be hard to overcome. 

The same can be true for new hires, which is why good new employee orientation programs are essential to successful on-boarding.  Yes, we’re adults now and we’re unlikely to encounter a similar faux pas as we did in our youth, but on-boarding new employees can have lasting effects which ultimately affects the success of the employee.  Many companies devote days to orientation programs, while some smaller companies find a simple lunch is sufficient. You don’t need to have a parade down Main Street every time you hire someone, but structuring the orientation process so the new hire is comfortable and well acclimated is essential.

Giving new hires the necessary attention, while not overloading them information will increase employee morale and productivity while decreasing employee turnover.  As you gear up for the fall, now is a perfect time to review and re-structure your new employee orientation program with the intention to attract, retain, educate and acclimate talented, loyal staff.  What are your on-boarding success stories?