A new employee orientation program says a lot about the company and its method of working. Read on to learn more about tips on successful employee orientation.

New Employee Orientation Program

If you are the newbie in a job, then it must be intimidating for you to see several co-workers staring back at you! If you are the hiring manager responsible for this particular employee’s employment, then do something about their joining day! To avoid any of the confusion of remembering names, getting accustomed to the environment and/or figuring out one’s duties, a good hire orientation program is required. It must include talking about the rules and regulations of the organization, the seniors in charge of the place and the general amenities. Leaving the new employee to ‘sink or swim’ does not create a very valuable first impression. It is advisable that since companies spend millions on recruitment of candidates, atleast a portion of that must be allotted to their induction too! There is no strict law about who has to perform the above duties. In fact, it is a joint effort of the management (HR department), employer and older employees to make the new ones feel comfortable. Paperwork, learning up the new techniques and making friends can keep the fresh recruit busy all day long. To understand the importance of an employee/trainee orientation program, explore the article further.
Employee Orientation Program Guidelines
There are extra credits for co-workers who make the new employees feel welcome and wanted. Some very frequent feelings that most freshers have is of alienation and of not finding common ground with the others. You, as an employer, can make a difference by keeping their entry code/badges/keys ready. An email address and a list of extensions can be provided on the first day. Appoint co-workers to help the new candidate introduce themselves to the others. A personal welcome note will be much appreciated.
It is highly possible that the new joinee has come without prior preparation or might have forgotten some basic things. In this case (or anyway!), provide a list of operations that happen in the company. Make sure you include a discussion on the company history and economic situation. Talk about the services and products which the organization offers. A pre-done chart/presentation can be of great help.
Using jargon and very technical terms at the first go might just make the new employee even more nervous! Mention the goals, work culture and give them a tour of the facilities, all the while talking in simple terms, to help them blend in. Allow the new worker to ask questions because when employees feel that they know the company, they feel a connection which leads to future efficiency in work.
To give meaning to the post that the employee is in is extremely important. This means you must provide detailed information (more than in the interview) about the joinee’s new position and responsibilities. A clear outline of what is expected of them must be drawn out with performance goals and benefits clearly stated. Set a benchmark so that they can adopt a ‘learn and follow’ method. Don’t make the mistake of handing them boring and dull work just because they are new. Excite them with the prospects of working for your organisation and throw open challenges, if any.
Company Policies
Even if the newbie is already briefed about the basic policies which the organization runs by, a small talk on topics such as sexual harassment, substance use and abuse and safety cannot be undermined on the joining day. If duly accommodated, a special training can be conducted on such subjects. This again makes the employee feel relaxed. Health insurance, loans, provident fund, medical benefits, bank formalities, etc must be sorted out as quickly as possible. It is not inappropriate to mention the legalities, ethics and confidentiality of the organization on the first day.
The last, but not the least, must-do is to help in creating positive vibes in the working atmosphere. Insulting, bad-mouthing and screaming at people comprise unwanted behaviour. Ask yourself how you would feel in such a company and do exactly what is necessary in helping the new employee settle in.
Some of these tips can help you, as an employer, to carry out the new employee orientation program with a mature and professional outlook. Hope you implement these in your office and benefit from them.

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