Orientation of new employees about their workplaces and jobs description is one of the most neglected tasks in many organizations.
An employee letter and bulletin board are not enough to welcome a new employee to your organization.
The most common complaints about training new employees are that it is strange, tedious, and overwhelming. Employees feel that the organization has denied them lots of information that they should have understood and used in a very short time.
The result is a confused new employee who is not as productive as they could have been. Most likely to leave the organization within a year, which will affect both the employer and the employee.
With the advent of staff statistics, developing effective employee orientation skills is still important. New recruitment programs must be planned carefully to educate the employee about the organization’s values.
A well-thought-out familiarity plan, whether it takes one day or six months, will not only help to retain staff but also increase productivity.
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Organizations with well-managed programs enable young people to move faster, have a better balance between what employees do and what the organization needs to do, and lower turnover.
Article Road Map
- Orientation Objectives – Keeping New Employees On Board
- What Should You Incorporate?
- Important Planning Questions
- How To Put In Your Best For An Employee
Orientation Objectives – Keeping New Employees On Board
Employers should be aware that orientation does not just positively impact the organization. It serves as an important factor in welcoming a new employee and organizational integration.
To Reduce Costs
Good orientation can help an employee to be up and running, thus reducing the cost of extra training.
If put in a new, unusual position, any employee will face concerns that may interfere with his or her ability to learn the job.
Good employee orientation helps reduce the anxiety that might result from getting into an unfamiliar situation and helps to provide ethical guidelines so that the employee does not need to feel the stress of guessing what to do.
Turnover increases as employees feel neglected or placed in positions where they are unable to perform their duties.
Employee orientation shows that the management of the organization values the employee and helps provide the tools needed to succeed in the job.
Simply put, the better the initial practice, the less likely it is that managers and co-workers will spend more time training the employee.
During orientation, you can effectively and efficiently cover all aspects of the company, departments, and workplace culture, and the manager and his colleagues will only need to reinforce these ideas.
Read also: 5 Tips For Effective Employee Recognition
Improving Realistic Expectations, Positive Attitude, And Job Satisfaction
It is important for employees to quickly learn what is expected of them and what they should expect from others, in addition to learning about the values and attitudes of the organization.
Although people can learn from experience, they will make many unnecessary mistakes that can be harmful.
The main reasons why organizations fail:
- The system was unplanned
- The employee does not feel welcome.
- The employee did not understand their job requirements.
Employee orientation is vital because it offers many benefits, and you can use feedback from participating staff to improve your orientation.
A new employee guidance program should be created for the benefit of all new employees. This program is designed to help them adjust to their jobs and work environment and to instill enthusiasm and a positive attitude in the workplace.
Read also: How To Foster Employee Motivation
A thoughtful new staff management system can reduce losses and save the organization thousands of dollars.
What Should You Incorporate?
The most important goal to be conveyed during orientation is your continuous improvement and continuous learning.
In this way, new employees are free to ask questions to get the information they need to learn, solve problems and make decisions.
A well-thought-out employee orientation program takes energy, time, and dedication. However, each employee, department, and organization usually pays off.
One such example is the success of Mecklenburg County (North Carolina) in reorganizing its staff orientation program.
The employer wanted to live up to his conviction that the employees were a great asset to the organization.
For example, in 1996, as part of a larger initiative to redesign resources to meet customer needs, Mecklenburg County Human Resources Department employees made a wise decision. They view new employees as part of their customers and ask their customers what they want.
Employees are asked what they want and what they need. They were also asked what they liked and disliked about orientation.
New employees are asked what they want to know about the organization. In addition, senior executives of the organization were asked what they believed was important for employees to learn when joining an organization.
Using feedback from staff, Mecklenburg HR training staff began to realize that meeting staff needs requires more than half a day of the training session.
Relying on the staff response, the coaches designed a one-day course that provided employees with what they said they wanted and what senior executives believed the staff needed to know.
The orientation now includes less intriguing topics like various policies and procedures but also details that let the employee know about the organization.
Need more information on how to plan a productive and enjoyable orientation?
Important Planning Questions
Human Resources professionals and managers must first consider key planning questions to guide employees before developing or redesigning the current system. These are important questions to ask.
- What information will serve as a long-lasting guide to employees and make them more comfortable?
- What vision and impact do you want to have on the first day of a new job?
- What are the important policies and procedures that employees should know about on the first day to avoid mistakes on the second day? Focus on important matters.
- What features can you provide (desk, workspace, equipment, special instructions) to make new employees feel comfortable, welcome, and secure?
- What good experience would you give a new employee to discuss with his or her family after the first day at work? The experience should make the new employee feel important in the organization.
- How can you help a new employee find direction through guidance from their supervisor on the first day to provide personal care and convey a clear message of the importance of each employee?
Read also: Learn About Employee Grade Levels
How To Put In Your Best For An Employee
Since first impressions are important, here are some tips to help an employee. Have fun with them, focus on the main points, and Play some games. These can help people learn. Some games include:
After a visit. Each task is provided with pictures of other employees and a list of names. The purpose is to match the name to the employee.
While the staff is touring the area, hand out a pamphlet with the names of the few supervisors they will meet. Then they are asked to get the signatures of the people they meet. An employee who receives multiple signatures from various colleagues receives a prize.
Other games are based on what the employee has learned during the course of the practice and are practical proofs that the orientation was worth it.
An effective management system, or lack thereof, will make a huge difference in how quickly a new employee is productive and has a long-term impact on your organization.
The end of the first day, the end of the first week, and the end of each day at your job are very important.
Help your employees feel like they own the job and want to come back tomorrow, next, and the day after.
The importance of employee orientation cannot be overemphasized. With the guide from this article we are sure that whether as an employer or employee, the importance of learning should be first and foremost in any work situation.