To ensure your timely arrival, plan accordingly. Note any available secondary routes in case of a road blockage. A good rule to follow for the first couple of weeks on the job is to match the style of what the other employees are wearing, but go more formal.
This will set the tone for your time at this job. Make sure you bring a pen and a small notepad to take notes. If they provided you with an employee handbook before the orientation, make sure you thoroughly read everything and have your questions ready.
The purpose of the orientation is to give you all the information you need to succeed from day one. Keep this in mind if you become nervous about asking questions. A supervisor or human resources professional should check in with new employees at predetermined points to make sure they are comfortable and succeeding at their job. These points are typically two weeks in, a month, two months.
Each company can choose the intervals that work best for the circumstances. These check-ins should touch on the following questions:. Remember, the purpose of employee orientation is to provide basic information to prepare new employees to actively contribute to the organization.
Find jobs. Company reviews. Find salaries. Upload your resume. Sign in. Career Development. Inform them when they should arrive. Provide them with detailed directions for how to find the workplace and where to snag the best parking space.
Let them know what door to access and whom to report to. Include information about the dress code and if they need to bring any documentation with them. If your new hire is remote, let them know in advance how to check-in and what to expect on their first day. In advance of their arrival at work, have all work-related items your new employees need ready and waiting for them.
This can include technology, identification badge, keys, cabinet or locker, desk supplies, email and passwords, and invitations to company communications and project systems. Remote employees will need these items sent to them well in advance. Be ready to provide them with some helpful guidelines for setting up a comfortable and professional home workspace.
Personalize the job orientation with some nice new hire perks, such as a corporate t-shirt, notepads, pens, and water bottles. Add their name to their workstation before they arrive. You can also welcome the new hire with a plant and a thoughtful card signed by all their peers. Host a group lunch or online event to get to know everyone.
Assign a mentor from your more seasoned employees to show them the ropes. Add in plenty of snacks, breaks, and a touchpoint with a supervisor at least twice a day.
Continue with this practice in the first few weeks as well. Encourage employees to ask questions and get to know their peers. Keep the program specific and consistent for all new hires by crafting a quick job orientation checklist. Instead of a bunch of people droning on and on about the company, try creating a visual presentation for your job orientation. Here is a simple and free job orientation template from Microsoft PowerPoint you can try. The advantage of having a presentation is that it provides some visual and auditory stimulation to new hires.
You can also send out in advance of employee onboarding. It can also be displayed to new hires in a virtual meeting such as Zoom or Microsoft Teams or during an orientation webinar. A typical orientation will include going over the company culture, leadership, mission and vision, and processes and procedures. Remember to include time for an office tour, introductions to core team members, department leaders, and the facilities where they will be working.
Group sessions by topic so that HR is handling administrative tasks, leaders are handling vision and mission-driven talks, and more. Orientation is the best time to influence and shape perceptions and attitudes in new employees.
Therefore one of the main objectives of an orientation program is to integrate employees into their new work environment. The goals of orientation are to:. Orientation is well worth the time. With the focus on integrating into the organization, orientation allows a new employee to feel comfortable in the environment and with the new job.
Effective orientation contributes to:. These managers must also be able to clearly communicate these goals to employees. Keep in mind that training is only one response to a performance problem. If the problem is lack of motivation, a poorly designed job, or an external condition such as a family problem , training is not likely to offer much help.
After specific training goals have been established, training sessions should be scheduled to provide the employee an opportunity to meet his or her goals. The following are typical training programs provided by employers:. Training methods. Thanks to new technologies, employers can now facilitate some training, such as tutorials, on the employees' own computers, reducing the overall costs.
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