The first day on a new job can be nerve-wracking as it is, so just imagine what new hires go through when the company that hired them has an antiquated or inadequate new employee orientation program. David Lee found out the hard way that his company needed to make some changes in their own "onboarding" program. He advises employers on making improvements in his article, "Do You Know What Your New Hires Think About Your Orientation Program?"

Lee points out that by not upgrading their methods of welcoming new hires, employers run the risk of decreasing their retention and engagement numbers because:

1. "They don't realize the negative perceptions they inadvertently create through mindlessness -- perceptions that can lead to employee retention problems or diminished engagement.
2. They forget how confusing, complex, and daunting things look to someone without institutional knowledge of "how things are done around here." Because of this, processes that might seem obvious and easy to navigate if you're an "old pro," are anything but to the newcomer. Thus, they inadvertently dampen the new employee's enthusiasm by adding unnecessary frustration and anxiety."

The key, Lee says, is to make sure that new hires feel welcome, that you send the right message about your company and its culture, that you show that you care about all your employees, and that you're open to new employees' questions and comments. Just because something has always been done a certain way that doesn't mean it can't be done more efficiently another way.

Employers lament that finding quality candidates for the jobs they offer is tough. Well, it's equally tough for candidates to find jobs and employers that make them feel good about going to work every day. One way employers can improve employee retention and engagement is by implementing orientation and onboarding programs that are high quality rather than "second rate."