Head L&D/ Education Management/ Executive Mentor/Coach
How to Create a Superior Employee Orientation Process
Want your employees to be productive and retain them long term ?
The First few days are important !
Here are 10 tips that will help –
Employee Orientation – is the first process that provides the new employee with necessary information, explanation about the company and job role. It also shows how the employee can be part of the company and contribute to it.
A good Employee Orientation [& on-boarding] process is essential step towards ensuring a positive relationship between the employee and the company. It has been known to increase retention and productivity significantly. Statistics shows – “New employees who went through a structured on-boarding program were 58 % more likely to be with the organization after three years.” (The Wynhurst Group) [Source- http://www.contractrecruiter.com/employee-onboarding-matters/]
Benefits of Employee Orientation-
- To make the employee feel comfortable and welcome.
- Get him/her familiar with the exact job role, company vision, goals and various other key policies related to company as well as How the employee can maintain his/her individuality and contribute to company.
- Save costs and time for seniors – as a properly organized orientation can help employees speed up the learning process.
Some Factors to consider for creating a good Orientation process /programme
Orientation should be planned before the employee joins, should be systematic and interesting. The programme should have clear objectives.
- Welcoming the new Employee – Firstly, the Orientation should make the employee feel comfortable, welcome and ‘special’. [There are many ways to welcome employee on 1st day – as personal welcome letter signed by senior & staff members, token gift as company T-shirt, chocolates, etc.].
- Company /Business Orientation – Share the Company’s – history, vision, mission, goals and future plans, as well as Achievements of the company, good customer reviews, enthusiastically with employee. The employee should feel motivated and enthused.
- Job Role and Responsibilities – Give the employee a clear idea on his/her job role & responsibilities, what he/she is expected to do. Explain how feedback is taken and given, how doubts / queries can be cleared. Share targets, goals. [Detailed job responsibilities can be explained through manuals and/ or seniors]
- Introductions – Introduce the employee to his/her department members / colleagues and also the heads/ key people of other departments /company. Employee’s immediate senior should spend quality time with him/her.
- Organization structure – Explain the organization structure and reporting process. Explain how different departments function and interact with each other. Show him/her the company premises.
- Benefits, Policies and Laws – Clearly explain the benefits employee is entitled to, e.g. – when and how an employee is expected to get incentives, bonuses, leaves etc. Inform the employee about the key company policies [as dress code, claims for expense etc.] or any other policies and laws that employee should know. [The details can be shared through manuals, presentations etc.].
- Productivity – Don’t overburden the employee but do make him/her productive on first day. Make sure he/she is not left idle.
- Mentoring – Ideally assign a mentor, who can guide him/her in the initial stages at work [days, weeks, months – as required].
- Communication – Make all communication / presentations attention-grabbing. Avoid putting too many uninteresting facts and figures. Provide detailed Manuals wherever required.
- Feedback – Take feedback from employee on how orientation was and keep improving on the process /programme.
Finally – It is important that the orientation should be about the company and also about the employee i.e. how the employee can express himself/herself, maintain his/her individuality!
“Coming together is a beginning. Keeping together is progress. Working together is success.” -Henry Ford.