Top 7 Tips For New Employee Orientation

You’ve finally found a good candidate for the position. It’s been hard work, it has taken strategic thinking, and now you want the new staff member to settle into the job and be productive as soon as possible. Now all you have to do is go through the new employee orientation process.

While you might be thinking, “big deal, been there, done that,” it’s not that simple. Getting the orientation right is important. If you manage to do it right, it might increase employee retention by up to 25%.

If not, however, it might end up costing you up to half of the employee annual salary. So, here’s a tip or two on how to rock the employee orientation process.

1. Tip Number One: Know What You’re Trying to Achieve

You’re busy, and it may be tempting to do the bare minimum: “Here’s your desk. There’s the loo. Lunch is from 12:30 to 1:30. Have fun!” But onboarding’s goals go above and beyond these functional basics.

Employee orientation should strive to:

2. Start Employee Orientation Before the New Staff Member Arrives

Before your bright new staff member arrives, you need to get yourself organized. An employee onboarding checklist can help ensure that everything is in place and that there are no unpleasant surprises or unnecessary delays. Of course, depending on your business needs and industry, the checklist may vary. Most probably, however, you’ll have to tackle some of the most common tasks:

Missing each of the steps we mentioned can be very critical both for the employee and the company. To make sure that everything goes as planned, you might want to try using workflow management software. Tallyfy can help streamline the onboarding process, ensuring that you’ll never miss a critical step.

3. Make Sure Your Onboarding Checklist is Followed Through

Now that the big day’s finally here, it’s time to actually start the orientation process. You have a lot to cover, so once again, a checklist helps you to verify that no element has been overlooked. Here’s a couple of things you’d want to do when the new employee shows up:

4. Beware of Information Overload

There’s a lot of information to share, and trying to cram everything into one day will make it harder for the new hire to absorb all the necessary information. It, therefore, makes sense to schedule onboarding information sessions across several days or even weeks, breaking employee orientation into bite-size chunks.

Day one shouldn’t leave you and your new employee feeling as if you’ve been through the wringer. Begin with the basics that will allow the new staff member to be productive. Ideally, information sessions should not last longer than one hour. This not only minimizes disruption to your existing staff’s schedule but also gives your new employee time to absorb each set of information before you present the next one.

Depending on the complexity of your organization, onboarding training might take a handful of meetings – or it could span the first three months.

5. Remember That Employee Orientation Should Feel Welcoming

First impressions count. Your new employee is an actual person, not just a worker bee. You want to make them feel welcome and accepted as a person. After all, he or she is now part of your team, and that’s something both of you should celebrate. Add a few simple considerations that will show you care and want your employee to feel at home. These could include:

6. Get Productive on Day One

You and your new employee already have something in common: both of you want to get work done. Ensure that the new staff member can be useful and productive from the very first day. Once the first orientation meetings are over and the basics are in place, let new employees get to work.

Even if your business is quite a small one, you probably won’t get the whole employee orientation process done on the first day. However, there will be plenty of time to focus on the finer aspects of orientation later on.

7. Don’t Forget to Follow Up

Having done so much work, and having imparted so much, you may think your employee orientation job is done. But if you leave it at that, you might miss out on some valuable feedback you can use to make your next onboarding program even more effective.

Follow-up also gives your new hire an opportunity to find out whether you’re satisfied with progress so far.

During follow-up you may want to look at the following:

Key Take-Aways

Onboarding isn’t just a matter of a few formalities. An effective employee orientation program will help your new hire to become a valuable team member. It will enhance employee progress and will help you to retain staff. To tie this up, let’s look at a few key takeaways.

Streamlining the Orientation Process

Because effective employee orientation involves so many steps, and because several people or departments might contribute to it, you can easily omit some vital element.

Imagine having your employee wait for hours and hours because no one has the time to pay attention to them, or having their workspace computer out of commission. Neither of those is a good first impression.

To make sure that you’ll never miss an important step onboarding your new employee, you can adopt a workflow management software. Tallyfy can help you to set up, manage, monitor, analyse, and improve any business process – including orientation. So, why not try Tallyfy for free? Your future employees might love you for it!

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