The first week decides how long they stay.
Orientation for a company without an onboarding team. What to cover on day one, what can wait, and how to make somebody useful by Friday.
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Six chapters, day one to day thirty.
Most early leavers decided in the first fortnight. Orientation is the cheapest retention work there is.
New Employee Orientation Overview
After successfully making a hiring decision, you must ensure your new hire feels welcome and committed to staying with your company for the long haul. The process of orientation and onboarding is the first step toward securing a lasting employment relationship.
Orientation vs. Onboarding
Orientation, and onboarding together are what truly make for a successful acclimation process. Orientation is more administrative and typically involves completing new hire paperwork, enrolling new hires in benefit plans, and setting the new employee up on the company's payroll. Onboarding, however, has a long-term focus.
Program Design Tips
When creating your orientation and onboarding program, it's vital to incorporate your company's culture. In addition to critical components such as consistency, managerial involvement, and ongoing focus, you should think about ways to get across important information in a relatively fun and digestible manner.
Onboarding Schedule: Preparation
If you want to set up an onboarding program that sticks, it's important to follow a schedule. Here you can find are some guidelines for making the process continuous.
Onboarding Schedule: Upon Employee Arrival
Upon the employee's arrival, greet them appropriately and show them to their workspace. Their work area should be adequately equipped and should include the printed schedule of the day's activities.
Orientation Follow-Up
Regular meetings between the new employee and their manager are critical. Even after a month or two on the job, the employee is still considered new and learning. Here you can find what this meeting should cover.
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