After a time-consuming search, you have finally found the ideal candidate to join the team. This individual has accepted your job offer and is enthusiastic about starting their role in two weeks. What you do next, specifically, your new hire orientation or onboarding, will significantly influence whether the new employee becomes productive, content, and remains with your organization for the long haul.
Purpose of New Employee Orientation.
Employee onboarding should be an integral component of your recruitment and retention strategy. For the new hire, an effective orientation process ensures they feel welcomed, are thoroughly briefed on expectations, receive necessary training, and are set up for success. For the company, it’s a prudent business practice. Here’s why:
- Financial Savings. Employees become proficient much more rapidly, thereby reducing costs associated with on-the-job learning.
- Minimize Anxiety. The unknown often induces stress and can hinder learning. By providing clear guidelines for behavior and conduct, you eliminate uncertainty.
- Decrease Employee Turnover. When employees feel undervalued or ill-prepared for their roles, they are less likely to stay. Orientation helps provide the essential tools and training for their success.
- Time Efficiency. The more thorough the initial orientation and training, the less time colleagues or supervisors need to spend re-teaching the new hire. A comprehensive how-to manual is also beneficial!
- Establish Realistic Job Expectations. The new employee quickly learns what is expected of them and what they can expect from others in the organization, including leaders, supervisors, and peers.
8 Essential Things New Hires Should Know.
#1 – They Are Part of the Team. Don’t wait until their first day to welcome them to the organization. Send a welcome kit with information prior to their start date. Announce the new hire to your team so everyone is prepared to welcome them warmly. Take the time to introduce them to other staff members. Ensure their workspace is ready and inviting.
#2 – Company Background. Provide some historical context about the company — past, present, and future. Explain the mission behind your operations. Share your vision, core values, and high-level goals. Additionally, offer insights about your customers – who they are and why they choose your company. Ensure that customer discussions are not limited to sales and customer service staff; everyone benefits from this knowledge.
#3 – Leadership Structure. Even if your business does not have a formal leadership team, it likely has employees who assume leadership roles or act as mentors to newcomers. Introductions facilitate connections and a better understanding of the organizational structure. Mentors, in particular, can be invaluable resources.
#4 – Company Culture. Each business operates uniquely in terms of culture. Share company traditions – from team lunches to virtual meetings – to help new hires understand the work environment. Discuss any team-building activities or volunteer projects that the company participates in. If the company values training and encourages (and funds) employee personal development, make sure to highlight these aspects. These small details help new employees integrate and thrive within the company.
#5 – Necessary Documentation. New hire paperwork must be completed for payroll, taxes, and benefits. Address these tasks promptly and answer any questions the new employee may have.
#6 – Compliance and Policies. Your employee handbook will contain detailed information on policies and answer many questions. While you don’t need to review every policy, discuss the most relevant ones. Consider topics such as sick leave, vacation, work schedules, cell phone or internet usage, rewards/recognition opportunities, and performance feedback. Also, include policies specific to the new hire’s role.
#7 – Performance Metrics. Although you likely discussed and shared the job description during the hiring process, this is an opportune time to revisit goals and how success will be measured.
#8 – Commitment to Continuous Improvement. Orientation is an excellent time to communicate your dedication to ongoing improvement and learning. This approach makes new employees feel comfortable asking questions and obtaining the information they need to learn, solve problems, and make informed decisions.
A well-structured onboarding process requires time and commitment. However, it can significantly expedite the new employee’s journey to becoming a productive and impactful member of the team — something most employees genuinely desire. When executed effectively, it is a mutually beneficial scenario for all involved.
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