Set your new employee up for success
To ease anxiety, create a comfortable environment and have a plan to get your new employee involved while remembering not to overwhelm him/her. Not only is this your opportunity to give information, but it is also your new employee’s chance to share beyond what was discussed pre-arrival. At the end of the day, they should know the basic operations of the department and leave feeling that they’ve joined the right team.
New employee orientation is the process you use for welcoming a new member to your organisation. The goal of an orientation is to help the new employee feel welcomed, integrated into the organisation and able to perform their new job successfully as quickly as possible.
In organisations, a core of information exists that you need to share with every new employee. But, depending on the level of the job, the responsibilities of the job and the experience of the new employee, components will vary. New employee orientation, often spearheaded by a meeting with the Human Resources department, generally contains information in areas such as work environment, new job description, benefits and benefits eligibility, the employee's new manager and coworkers, etc…
This orientation often includes an introduction to each department in the company and a list of employees to meet who are crucial to the new employee's success. The best orientations have set up these meetings prior to the new employee's arrival.
Employee onboarding also includes training on-the-job, often with a coworker who does or has done the job. New employee orientation frequently includes spending time doing the jobs in each department to understand the flow of the product or service through the organisation.
Timing and presentation
Various organisations do new employee orientation differently. Orientations range from a full day or two of paperwork, presentations and introductions to a daily orientation programme that was effective in one company for years.
In the daily orientation programme, the manager of the new employee's department sets up a 120-day orientation during which the new employee learnt something new about the company every day while also performing the job.
From meeting the CEO to operating each piece of equipment in the plant, this longer-term orientation welcomed the new employee and gradually immersed them in the organisation's operation, history, culture, values and mission.
Early in the 120-day programme, new employees attended training sessions and completed the necessary employment and benefits paperwork, but the rest was custom designed for the employee.
Effective new employee orientations often contain components over time whether for 30 days, 90 days or more. It is not effective to hit a new employee with too much information during their first few days of work.
Finally, many organisations assign a mentor or buddy to the new employee. This coworker answers all of their questions and aids them to quickly feel at home.
The selection and training of these mentors are critical. You don’t want a disenfranchised or unhappy employee guiding others.
thebalancecareers.com
New employee orientation is the process you use for welcoming a new member to your organisation. The goal of an orientation is to help the new employee feel welcomed, integrated into the organisation and able to perform their new job successfully as quickly as possible.
In organisations, a core of information exists that you need to share with every new employee. But, depending on the level of the job, the responsibilities of the job and the experience of the new employee, components will vary. New employee orientation, often spearheaded by a meeting with the Human Resources department, generally contains information in areas such as work environment, new job description, benefits and benefits eligibility, the employee's new manager and coworkers, etc…
This orientation often includes an introduction to each department in the company and a list of employees to meet who are crucial to the new employee's success. The best orientations have set up these meetings prior to the new employee's arrival.
Employee onboarding also includes training on-the-job, often with a coworker who does or has done the job. New employee orientation frequently includes spending time doing the jobs in each department to understand the flow of the product or service through the organisation.
Timing and presentation
Various organisations do new employee orientation differently. Orientations range from a full day or two of paperwork, presentations and introductions to a daily orientation programme that was effective in one company for years.
In the daily orientation programme, the manager of the new employee's department sets up a 120-day orientation during which the new employee learnt something new about the company every day while also performing the job.
From meeting the CEO to operating each piece of equipment in the plant, this longer-term orientation welcomed the new employee and gradually immersed them in the organisation's operation, history, culture, values and mission.
Early in the 120-day programme, new employees attended training sessions and completed the necessary employment and benefits paperwork, but the rest was custom designed for the employee.
Effective new employee orientations often contain components over time whether for 30 days, 90 days or more. It is not effective to hit a new employee with too much information during their first few days of work.
Finally, many organisations assign a mentor or buddy to the new employee. This coworker answers all of their questions and aids them to quickly feel at home.
The selection and training of these mentors are critical. You don’t want a disenfranchised or unhappy employee guiding others.
thebalancecareers.com
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