The first few weeks on the job for a new employee can have a strong impact
on his or her long-term job satisfaction. This is the time when the
employee establishes attitudes about the position, coworkers, management and
the company itself. A well-thought out orientation program can not only
help new hires feel at home right away but also make it possible for them to
get started on the right foot and quickly become productive.
In a survey commissioned by our company among 1,400 chief financial
officers, an overwhelming 83 percent of respondents said that formal
orientation programs are effective in retaining and motivating personnel.
The First Day is Critical
The best programs are tailored to a firm's corporate culture and employee
base. Most businesses also find that a multi-phased orientation program
yields better results. However, the first day of employment is the most
important. The following information should be offered in the first
orientation session or conveyed by the new employee's immediate supervisor
during the first day or two.
- A "big picture" overview of the company's culture, mission, organizational
structure, products, services, customers and competitors. More detailed
information can be presented in later sessions.
- A comprehensive job description and information on how the new employee's
position fits into the organizational structure.
- Facts about compensation and benefits from health insurance to vacation
policies.
- Information on ethics, confidentiality policies, and other conditions of
employment.
- Explanation of technical and administrative resources such as computers,
fax machines, copiers, voice mail, e-mail and other tools necessary for
being productive.
- Logistical information about the working environment, facilities,
amenities, building security, ID cards and anything else that will be needed
immediately.
- Introductions to staff members with whom the new hire will work most
closely.
- Information about training, mentoring and other company programs that
provide opportunities for career growth and development.
At the end of the first day, it's a good idea to allow the employee enough
time with his or her direct supervisor to ask any questions left unanswered.
Reinforce Important Information
Company facts and policies presented at the initial orientation sessions
should be reinforced in writing in your company's employee handbook and
referred to as needed in continuing employee communication programs.
Videos, CD-ROMS, online resources, custom software, and brochures can also
be effective means of delivering factual materials. For example, multimedia
presentations can be used to depict distant company locations or video clips
of important events in the organization's history. However, the prepared
materials should be supplemented with facilitated training that allows
employees to ask questions and have concerns addressed.
Additional information and more in-depth data should be introduced when the
new employee becomes more familiar with the job. Remember, also, to seek
feedback during the first few weeks and months to see how he or she is
adjusting to the new position and to head off potential problems.
A solid orientation program in conjunction with ongoing internal
communications will build loyalty and teamwork, increase motivation, and
boost retention rates - all of which are increasingly important in today's
competitive hiring climate.
-- Article courtesy of Robert Half International, which has more than 250
locations in North America, Europe and Australia, and offers online job
search services at
http://www.rhii.com.
