How can we improve orientation

The most important principle to convey during orientation is your commitment to continuous improvement and continual learning. That way, new employees become comfortable with asking questions to obtain the information that they need to learn, problem solve and make decisions. A well-thought-out orientation process takes energy, time and commitment. However, it usually pays off for the individual employee, the department, and the organization.

One such example is Mecklenburg County's North Carolina success in revamping its employee orientation program. The employer wanted to live up to its credo of employees being the organization's greatest resource. In , as part of a larger initiative to redesign services to meet customer needs, the Mecklenburg County Human Resources Department staff made a smart decision.

They viewed new employees as part of their customer base and asked their customers what they wanted. Employees were asked what they wanted and needed from orientation. They were also asked what they liked and didn't like about orientation. New employees were asked what they wanted to know about the organization. Additionally, the organization's senior managers were asked what they believed was important for employees to learn when joining the county payroll.

Using feedback collected from employees, Mecklenburg's HR training staff first realized that meeting employees' needs required more than a half day training session. Trusting employee feedback, the trainers crafted a one-day orientation that gave employees what they said they wanted and what senior management believed employees needed to know. Essentially, the orientation mix now includes the less exciting topics such as W-2s and various policies and procedures , but it also includes details that let the employee know something about the organization.

Need more on how to plan an employee orientation that's beneficial and fun? Human Resource professionals and line managers first need to consider key new employee orientation planning questions before implementing or revamping a current program.

These are the key questions to ask. Since first impressions are crucial, here are some tips for putting your best foot forward. Have some fun. Supervisors complete the orientation process by introducing new employees to coworkers and others involved in the job. A buddy or mentor may be assigned to continue the process.

Simply hiring and placing employees in jobs does not ensure their success. In fact, even tenured employees may need training, because of changes in the business environment. Here are some changes that may signal that current employees need training:. Once managers decide that their employees need training, these managers need to develop clear training goals that outline anticipated results. These managers must also be able to clearly communicate these goals to employees.

This is the exact workflow we use at frevvo, but you can customize yours to fit your processes. The workflow automatically sends it to the right person. There may be some hiccups along the way as you implement a new process.

Get feedback from new hires and ask for their thoughts. The feedback you gain is especially valuable as you can use it to improve your onboarding workflow. Want to automate your employee onboarding process? No coding required. Employee training is one of the most important aspects of onboarding. More companies are incorporating videos into their training programs. Instead, create interactive videos that let employees interact with the content itself.

Examples include adding views, data inputs, and quizzes at the end of each section. A lack of career development is one of the top reasons why employees leave their jobs. Managers can even create journey maps that are personalized for each new hire. These serve as a way to outline career goals and the steps to achieve them.

New hire orientation programs typically last a few hours but can be longer or shorter depending on the organization. To reduce the time to proficiency for new hires, commit to an onboarding process that extends well beyond the initial orientation.

The first day on the new job can be lonely. Try to help new hires get rid of the nervousness and anxiety they might feel about starting at a new organization. Partner new hires with a buddy who can help them learn new processes and adjust to their work environment. They can also be the ones to give team introductions, show them around the office, and take new hires out to lunch.

Research has found that having a best friend leads to better work performance for both men and women. Your policies around absenteeism, harassment, theft, and training can also be explained to ensure that there are no misunderstandings when the employee starts to work. Nothing beats a good first impression, so start with a warm welcome. Introduce the new employee to all key staff, especially everyone with whom the new hire will be working over the course of a shift.

If possible, the owner or CEO should also meet with the employee. This gives the leader an opportunity to impart company values and ideals, and lets the employee knows that the owner is a hands-on part of the business. Let your company shine. Talk about your culture of teamwork, and why you enjoy your own job. Showing pride in your company helps employees know they are part of something bigger.

It also instills pride, making their adjustment more seamless. Never underestimate the simplest things. Point out the location of the washroom and lunchroom. A quick tour of the facilities, including where the new employee can store personal belongings and take breaks, is appreciated. Mention security and safety issues, such as how to lock up or call for help.