You’ve just hired a qualified candidate — someone you think is perfect for the job. Now, you’re tasked with training that person, showing them the ropes, and introducing them to their new role at the company. That can happen at the orientation. Orientation is the first step in the onboarding process.
Often, a new employee’s first day on the job tells them all they need to know about whether they will enjoy working there. Data shows that 63.3% of companies say keeping employees is more difficult than hiring them. In the long run, it’s much cheaper to retain employees than constantly hire new ones. Therefore, it serves you better to foster a workplace culture that makes people want to stay.
Orientation is your chance to get new hires excited and motivated about their new role. Here’s how to organize your orientation checklist to make sure your first impression is a good one.
Orientation is the first event of the onboarding process — one that every new hire unequivocally should undergo. As the word suggests, an employee orientation is meant to orient or give direction to new team members. This means taking care of housekeeping items like paperwork and acquainting them with their coworkers, workspace, and duties. Every company should have a comprehensive orientation program that provides new hires with the resources to start off on the right foot. It is a chance to welcome new employees and give guidance for their first few days at the company.
An orientation program should:
We’ve all sat through less-than-thrilling orientations — ones that drag on, overwhelm the participant with information, and possibly even make them question whether they made the right decision to join an organization. Here are some tips on what makes an effective orientation versus a bland one.
A successful orientation takes care of housekeeping items while also maintaining an inviting and conversational attitude. Everyone wants to feel appreciated at work, and being too bureaucratic from the get-go can be off-putting. An engaging orientation involves elements of playfulness while checking off items on the new employee to-do list.
It’s important not to overwhelm new hires with information they don’t need to know all at once. Remember that an orientation should ease a new hire into the role, not push them into it head-first. For example, introducing a new employee to 50 different people on the first day might be a mistake. Chances are, the new hire will forget most of the names they learn anyways. Instead, stick to the basics and focus on communicating only what the employee needs to know for their first week. The rest can come later.
An effective employee orientation doesn’t leave any questions unanswered. After orientation, the new employee shouldn’t encounter any surprises. They should have a clear understanding of their pay, how payroll works, their benefits, and what supervisors expect of them. Ensure that whoever is conducting the orientation understands the position the new hiree is stepping into and is prepared to answer questions about who they report to, how they first into the larger organization, and what their objectives are for the first week. Other common questions you can expect during orientation include:
Last but not least, an employee orientation should give the new hire a feel for the company. It should be, above all, welcoming and make them feel appreciated and comfortable in their new environment.
When someone new joins your team, there’s a lot they’ll need to know. It’s your job to get them up to speed. The process for training new employees juggles a lot of different items. Below, we’ve included a training checklist and timeline designed to help you ensure nothing is overlooked. While this new employee training plan template is not all-inclusive, it will help you establish a baseline of knowledge that all new employees should have.
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