ORIENTATION 60 SECRETS TO SUCCESSFUL EMPLOYEE ORI1309

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1 60 SECRETS TO SUCCESSFUL EMPLOYEE ORIENTATION DISCLAIMER: The principles and suggestions in this handout and the 60 SECREts to SuCCESSful Employee orientation webinar are presented to apply to diverse personal and company situations. These materials and the overall seminar are for general informational and educational purposes only. The materials and the seminar, in general, are presented with the understanding that CareerTrack is not engaged in rendering legal advice. You should always consult an attorney with any legal issues CareerTrack, a division of PARK University Enterprises, Inc. Registered U.S. Patent & Trademark Office and Canadian Trade-Marks office. Except for the inclusion of brief quotations in a review, no part of this book may be reproduced or utilized in any form or by any means, electronic or mechanical, including photocopying, recording or by any information storage and retrieval system, without permission in writing from PARK University Enterprises, Inc. ORI1309

2 ONE Guiding Principles of Employee Orientation 1. Companies of all sizes should have a wellplanned orientation program. 7. A great employee orientation program will reduce company costs. 2. Think of employee orientation as a process not an event. 8. You can reduce employee turnover and increase morale by showing that the company values its employees. 3. An employee handbook is the best resource for defining conditions and terms of employment. 9. Great orientation with clear communication helps to develop realistic job expectations. 4. Orientation should start as soon as the employee has been hired. 10. Effective orientation makes a significant difference in how quickly an employee becomes productive. 5. The Human Resources department does not own employee orientation. 11. Make an effort to make employee orientation interesting and as painless as possible. 6. Employee orientation is a window into your company s culture. 12. Continually refine orientation programs to reflect changes in the organization. 2

3 TWO Before the Employee Arrives 13. Your company s website can be a great source of information for future employees. 19. Include business cards in the welcome packet including their new office phone number. 14. Your company s intranet is the best place for specific organizational processes and practices. 15. Make sure that the Employee Handbook, whether it is on the company intranet or in a binder, is up-to-date. 16. Send new employees a welcome letter letting them know what their first day will be like before they even enter the building. 17. Send the new employee a welcome packet prior to the start date. 20. Have the employee s workspace ready, including common office supplies. 21. Administrative items such as computer access and accounts should already be activated when the employee arrives. 22. Update the organization chart to include the new employee. 23. Select a mentor for the new employee. 24. Arrange your schedule so that you will be there to welcome the new employee. 18. Include in the welcome packet items such as benefits information and forms that can be filled out in advance. 3

4 THREE First Day on the Job 25. A new employee forms his first opinion of the company based on the reception he receives on arrival. 26. Be available for a personal welcome for the new employee. 30. Mission, vision, and values require in-person training. 31. Give the new employee a copy of the company s organization chart with their name already included. 27. Don t make the first day about nothing but paperwork. 32. Encourage new employees to ask as many questions as necessary to feel comfortable. 28. Tour the work area. 29. First Day Focus: What is this organization really about? What is it like to work here? 33. Gather together the employees that will be working directly with the new hire and have them speak to the new hire about tasks and their responsibilities within the department. 34. Introduce the new employee to their designated mentor. 4 How are things organized? Where do I find what I need to do my job? Where does my job fit in? 35. Give the new employee a personal gift. 36. Give your new employee at least one jobrelated task on the first day.

5 FOUR Follow-up Activities 37. Remember that employee orientation is a process, not a one-time event. 43. Have frequent check-ins. 38. Include new employees in social networking activities. 44. Try to anticipate questions. 39. Try to get answers for the employee as soon as you can so he knows you value his willingness to learn. 45. Involve employees in developing orientation programs 46. Set expectations and track progress. 40. Provide training opportunities. 47. Establish the link between expectations and the company s mission, goals, and values. 41. Provide timely feedback. 48. Consider online orientation. 42. Teach the new employee the office jargon. 5

6 FIVE Supervisor Checklist 49. Give a warm welcome and discuss the plan for the first day. 50. Make sure that all relevant paperwork has been completed. 51. Make sure that the employee identification badges, access cards, etc. have been completed. 52. Discuss the company s orientation program and the plans for the next few weeks. 53. Make your new employee feel comfortable and at ease. 54. Make sure to tell your new employee how glad you are to have them. 56. Show the employee how they fit in and how the work they will be doing contribute to the company s mission. 57. Show the employee the organizational chart, discuss the responsibilities of the other groups and of people within your own group. 58. Make sure that the new employee has an Employee Handbook or knows how to access the employee handbook online. 59. Discuss training opportunities and the company s philosophy on training. 60. Discuss the new employee s personal goals and expectations. 55. Talk about the company its mission, vision, and goals. 6