Making an Impression Employee Orientation Sets Office Tone
By Deborah Wright, SPHR, and Amy Hall
New employee orientations can be compared to deadlines: You know they are necessary, but sometimes dread their arrival. Yet, it is imperative for a company to have an effective and meaningful orientation program to set the new employee’s frame of mind toward his or her new career. This “first impression” is just as critical as it was during the interview process.
A well-planned and executed orientation answers questions for the employee before they are asked. It communicates expectations, allows time for completion of required paperwork and helps the individual understand the organization so that he or she can be a part of the team and culture from day one.
Many employees walk through the doors ready to add value. They have researched the company and are familiar with its mission and goals. Others may anxiously look for reassurance that they made the right decision to join your company.
The challenge is to create an employee orientation that meets the needs of all employees and comfort levels. Most importantly, your biggest task is to create a program to keep the positive energy and enthusiasm alive during their tenure. Staging the orientation in phases maximizes learning opportunities and helps prevent overwhelming new employees.
The following tips can streamline the orientation process:
Clearly communicate the location, time and date of orientation, as well as dress attire expectations to employees before their first day. Knowing even this little bit of information prior to arriving will ease the minds of new employees.
Develop a fun-filled, interactive agenda. A captivating structure will set expectations for employees’ future experiences at the company. Encouraging employees to talk to one another about themselves, perhaps with an icebreaker or introduction period, will help individuals learn about their new co-workers and lighten the atmosphere. The more comfortable they feel, the more likely it is that new workers will help each other with the sometimes unsure and anxious adjustment to a new job. This sort of camaraderie can benefit the company and employees by contributing to the culture of teamwork in your organization.
Address the critical topics of safety and regulatory requirements along with policy information and company overview on the first day of orientation. Enroll the new employee in health benefits and secure banking pay methods to ensure accurate payroll processing. Explain other policy, security and housekeeping items (e.g. identification badges, security systems, fire extinguisher locations, emergency procedures and vending machines).
Get them moving! How many of us have been stuck in a training course or orientation where we could barely keep our eyes open? That is definitely not what you want to have happen in your new employee orientation. Take employees on a tour of the facilities to help them picture the workplace, feel comfortable with their surroundings, see the products/services in action and experience the culture firsthand. Plus, stretching their legs will heighten their focus and attention for the remainder of your program.
Arrange for the CEO to participate. Their involvement is more important than many executives think. It is a way to communicate the company’s history, values and vision from perhaps the most influential person in the organization. Moreover, it enhances credibility and adds a higher level of importance to the orientation. It can mean a lot to a new employee to be introduced to company executives.
Give them a company logo item. Gifts offer new employees a sincere feeling of being a part of the team and welcomed. Additionally, make lunch plans for the employee on his or her first day with new team members. This introduces them to colleagues and aids in the socialization aspect of starting a new job.
Allow the employee to get acquainted with their new role, responsibilities and team, reconvening the remainder of orientation in a few months to share other pertinent information. Before additional phases of orientation, ensure the employee has access to or is aware of the necessary resources and information that may be needed in the meantime.
Orientation does not stop after the first day. Invest the time to introduce new employees at company meetings and on the company Intranet. Follow up with new employees periodically, ensuring a smooth transition. Capitalizing on the opportunity enhances the employee’s productivity, job satisfaction and commitment.
Making an Impression
