There is a remarkable disparity in the way organizations handle the process of assimilating and training new employees. In large companies with highly evolved hierarchies, it is likely that the HR group initiates the intake and orientation process and supervises a new hire’s integration into the company up to a certain point. In smaller or more decentralized organizations, the entire welcome, integration and training process may be conducted informally, even randomly (if at all), leaving the employee to learn “on the fly,” so to speak.
No matter what processes an organization may already have (or not have) in place, one thing is certain: it falls to the team manager to make sure that each new employee on the team has everything he or she needs to feel welcome and quickly reach a comfort level with the rest of the team, the requirements of the job, and the entire organization. It is never wise to assume that just because HR handed this employee a packet of information, had them watch a video, and made them fill out a sheaf of forms, that the new team member has everything he or she needs to fit in and get into the workflow.
There are several things a successful manager will always provide for new employees to help them be at their best in their new job setting. A little thought and attention given to these matters during the first couple of days the new employee is on the job will make a world of difference in the employee’s attitude and productivity going forward.
All too often, employee orientations end up more like a hazing ritual than an experience that makes the new employee feel like a welcome part of the team. The endless barrage of paperwork, new faces, and new processes can leave new hires feeling dizzy and overwhelmed.
In fact, many new hires end up questioning their decision by the end of the first day. It’s like your first day in a country where you don’t speak the language. As a rule, making sure employees receive a high level of support and assistance during their initial orientation period can increase retention rates by as much as 25%. Conversely, the frustration that new employees face when they are not adequately supported during this time can slow time to full productivity and increase the number of errors on the job.
Poor orientation can also have an impact on your recruiting. How is your new employee going to answer the question, “How is your new job?” when his or her friends ask? Negative answers can end up coming back to haunt you.
Most orientation programs break down into four main categories: Corporate policies/rules, job expectations, technical skills, and soft skills.
S - Soft skills are vital key to success for the new employee. Here, the new employee learns the corporate culture, personal dynamics, and nuances of the job. The most effective way to do this is through a mentoring relationship with a more experienced employee.
E - Expectations about the job need to be communicated clearly to the new hire. They need to know ahead of time what you expect from them and how they will be measured on performance. Clear expectations will help speed the time to full productivity for the new employee.
P - Policies and rules are often explained in an employee handbook. This is that massive document we are often told to read (which few do) and then sign a statement saying that we read it (which all do). Though an important part of the process, this should not be the full extent of the orientation.
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