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Induction, Orientation & Integration.

Your new employee orientation is a make or break experience, for a new employee. At its best, theprocess of new employee orientation solidifies the new employees relationship with your organization.It fuels their enthusiasm and guides their steps into a long term positive relationship with you. onepoorly, your new employee orientation will leave your new employees wondering why on earth theywalked through your door.

!icture this scenario, which plays out every day in organizations. Your companys new employeeorientation program has slick, pre"printed handouts. #he programs savvy, friendly presenter usesgood visuals such as overhead transparencies and a white marker board. !articipants receive a guidedtour of the facility.

#he hundred page employee handbook is safely tucked under their arms. Yet the average employeefeels bewildered, overwhelmed, and far from welcomed. $ot your intention at all% &hats missing'(ow can you take your program from simply orienting to integrating your new hire'

)any new hires *uestion their decision to change companies by the end of their first day. #heiranxieties are fueled by mistakes that companies often make during that first"day new employeeorientation program.

#hese common mistakes include+

verwhelming the new hire with facts, figures, names and faces packed into one eight

hour day-

howing boring orientation videos-

!roviding lengthy front"of"the"room lectures- and

/ailing to prepare for the new hire- providing no phone, no e"mail, no computer, and no

work.

0efore you completely revamp your present new employee orientation process, ask yourself thefollowing *uestion+ 1&hat do we want to achieve during new employee orientation' &hat firstimpression do we want to make'1 #here is no doubt that a companys positive first impressions cancement the deal for a newly recruited employee. #hose positive strokes can also speed integration andproductivity. 2esearch shows that good orientation programs can improve employee retention by 34percent.

everal elements contribute to a &orld 5lass new employee orientation program. #he best newemployee orientation+

(as targeted goals and meets them,

)akes the first day a celebration,

Involves family as well as coworkers,

)akes new hires productive on the first day,

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Is not boring, rushed or ineffective, and

6ses feedback to continuously improve.

Make Them Say During New Employee Orientation: "I Am Welcomed There!ore I

elong"

)ost organizations are great at celebrating the departure of a beloved coworker. &hy are we often soawful at welcoming a new one' #hink about arranging a party to welcome the new employee.5elebrations produce enthusiasm. (ave you experienced starting a new 7ob only to have yourcoworkers and supervisor ignore you during the first week'

If so, you understand the effectiveness of even a little enthusiasm% ome simple celebration methodsmight include+ a letter of welcome signed by the 58, a company t"shirt signed by all departmentmembers, and a cake with candles on the employees first day. Involve families in the celebration.chedule a welcome luncheon or dinner for spouses and families during the employees first month.

ld"fashioned welcome wagons were once used to deliver goodies to new members of a community.You can establish your own 9welcome wagon.: /reebies that aid the new hire in his 7ob will reinforcethe belief that company employees are glad he is there and want him to succeed.

As an example, a map showing nearby eateries is helpful and appreciated. ;An invitation to lunch fromcoworkers each day during the employees first week is even more welcoming.< =o one step furtherthan providing a map of the facility and the parking lot. !rovide your new person with a photo of

himself in the parking lot, in front of the company sign. >isuals have great impact.

&ith a good new employee orientation, employees can even be productive even at the first day of

work.

#repare !or In$tant #roducti%ity

8mployers fre*uently overlook the most fundamental *uestion of the new recruit. (e wants to knowhow his work impacts his department, and ultimately, the company. Your new employee orientationshould include an overview of each departments function. Include information about what specificallygoes in to each department ;inputs< and what comes out ;products

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istribute a 1(elp ource1 card that provides the names and email addresses of people who are pre"designated for *uestions. You may also want to assign a departmental 1mentor1 to assist with*uestions and the new employee orientation process during the employees first month.

Manage the Integration

Ideally, the new hires immediate supervisor will participate in part of the new employee orientation. Afun way to incorporate the supervisor is in the style of the old $ewlywed =ame. #he supervisor has toguess how he thinks his new employee will answer *uestions. If answers match, points are awardedfor prizes.

/or an effective new employee orientation process, many companies expect the supervisor to providethe departmental and work"specific orientation. #he (uman 2esources department handles the

company overview, the handbooks, the benefits, and other basic information. 0ut, then, thesupervisor takes over.

n the first day, a new employee should meet with his new supervisor. #he meeting should include aplan for specific training. 0oth the supervisor and the new employee are encouraged to share theirexpectations for the 7ob, including fears or reservations each may have. #he manager keeps themeeting positive and ad7ourns with the new hire started on a meaningful assignment.

Avoid the mistake of allowing the new employee to sit idle. ;In some organizations, the (uman2esources group helps with the design of a checklist, which assists supervisors to provide a thoroughorientation.