4.3. Performance Management
New Employee Orientation
A new employee should be introduced to the job and the company first in a formal orientation program and then in a well-organized training program. The introduction of a newly employed worker is one of the most important phases of staffing, but at the same time one of the most neglected functions in the workplace.
Research has shown that organizations with a strong onboarding program improve new hire retention by 82% and productivity by more than 70% (Laurano, 2015). To be successful in their jobs, new employees need to be drawn into the team and the organization family. Recruitment Solutions found that 47% of employee turnover occurs in the first 90 days (Armstrong & Mitchell, 2019).
Orientation is a crucial step in integrating new employees into an organization, ensuring they feel comfortable and informed about their roles. Effective orientation significantly boosts employee commitment, productivity, and reduces turnover. It focuses on three key areas: people, procedures, and information. By understanding the company’s structure, history, and operations, new employees are made to feel like valuable team members. Additionally, orientation provides them with necessary support through coaching and personal networks, facilitating their development and learning.
A comprehensive orientation program starts with the basics, introducing employees to the company and their specific job roles. This foundational knowledge helps employees become productive more quickly. The program should create a welcoming environment that encourages acceptance and belonging. This can be achieved by spreading out meetings and training sessions, offering informal conversations, and arranging social interactions like lunches or dinners. Building team spirit is essential, fostering communication and openness across departments, and helping employees understand and care about each other. This enhances the work environment and overall business operations.
Presenting the big picture is also part of the process, detailing the organization’s past accomplishments, future goals, and current focus. It should clarify job responsibilities and rewards, ensuring new hires understand what is expected of them and their level of authority. Introducing the company culture is crucial, helping employees fit in and understand the informal rules and behaviors within the organization. Administrative tasks, such as completing time sheets and understanding procedures for incidents, should be clearly explained. Engaging employees through interactive activities, such as games or exercises, helps them explore the company and understand its competitive landscape. Providing an employee handbook before the start date allows new hires to absorb information at their own pace, reinforcing the orientation content and fostering identification with the company.
A well-structured orientation program should cover a range of topics, including company values, mission, goals, history, organizational structure, product and service descriptions, employee and employer expectations, benefits, payroll specifics, incentive programs, grooming policies, workplace health and safety, harassment and discrimination policies, promotion and raise procedures, disciplinary procedures, probationary period details, vacation specifics, and performance evaluation processes. Personal comfort issues, such as staff room locations, restrooms, eating facilities, rest breaks, lockers, smoking policies, and security issues, should also be addressed. Providing a clear schedule or agenda with defined roles for everyone involved ensures a smooth and effective orientation process, helping new employees integrate seamlessly into the organization.
However you choose to present your orientation program, give it structure and provide a schedule or an agenda with everyone involved having clearly defined roles.
