Do you still remember your first week at your job? All those anxieties and expectations you had and how you had hoped to make friends and learn everything there is about the company and the job.
Designed to help new hires start to build valuable relationships with the organization every company has their own employee onboarding program and strategies. Sadly, the employee orientation process is underestimated by many organizations. Activities that aim to welcome and orient new staff are just not working anymore much of the traditional getting-to-know!
Memorizing how to fill out company forms or finding out where the pantry is the employee onboarding process is more than just memorizing names. Neither is it knowing important dates such as the founding date of the company nor the office outing time!
Unfortunately, traditional orientation sessions focus mostly on these things.
They ultimately bore new-hires as about critical areas of the business they fail to meet employee expectations, fail to educate the new hire.
Is this the first impression you want to leave a new hire?
To veer away from the traditional experts recommend organizations. Let me first define what it's supposed to accomplish before I give tips on how to revolutionize your company's employee onboarding:
Employee onboarding is the organization's way of helping a new staff as he joins the team-the orientation process may run from a couple of days, to a few weeks, and even months. A strategic employee onboarding program helps employees understand what the company is doing, what his role's contribution is to the bigger scheme of things, his job specifics, and the possibilities or career paths he can explore. One can also have online onboarding programs.
Here are a few tips to help you prepare a better employee onboarding program:
Set up a landing page on your website where existing employees can share the value of working for the organization. Make it upbeat and interactive. This way, to the same old boring presentation again and again new-hires don't need to listen!
Then really, the information on your company's background and values must be outdated if your company was established thirty something years ago! Because new-hires can relate to them better than any CEO or company spokesperson it’s also better to use other employees.
Aside from just giving a bullet list of the job's responsibilities, try creating a game that will actually help a new-hire applicant gauge how well he/she will fit into the position and the company as a whole. Better yet, create a game ala Google's Internship Movie.
First Week of Employment
Create a complete learning material the new hire can refer to every time he forgets a procedure or company policy. This can include employee benefits, a briefer on the organization, and a welcome video from the leadership team addressed to new employees.
Assign a specific person to be the new hire's "Welcome Coordinator." This person will be on call to answer questions and concerns, similar to students assigned to be welcoming committees for a college or university.
Make sure the new employee has his business cards ready on the first week if appropriate; this will come handy during introductions to other staff. The new-hire will feel that he's already part of the family by this small investment.
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