Benefits of a Good Employee Orientation Process include:
- Acceleration of the time required to make new
- Increased Employee Retention
- Enhanced integration
- Availability and standardization of
- Setting a forum for encouraging Employees to be
Pro-Active and Empowered
The strength and stability of businesses are in the products or
services offered, their quality and reliability, and the competency of
the workforce. We often focus on the products & services we
sell without giving proper attention to the importance of our
workforce. This is particularly true during the new hire phase.
With the economy beginning to “turn the corner” and businesses looking
to capture a share of the increasing marketplace opportunities, it is
crucial that new hires quickly become productive and integrated into
your business. On average, 33% of all employee turnovers occur in the
first ninety days of employment. Your “Onboarding” process needs to
combine orientation tasks, assimilation of knowledge &
understanding, and social networking activities to significantly reduce
the time it takes for the new hire to become productive and a valuable
member of your team.
As jobs are becoming more and scarcer, people are accepting any job
offered. As the economy continues to improve, these people will quit
and go elsewhere if they are not happy at their current job. Every time
an employee quits, it cost the company an average of $44,000 in
What can you do to keep good employees? Retention begins on the first
day on the job. There is a process available for employee integration
which can make all the difference when it comes to assimilating new
hires. Now is the time to begin strategies to keep these employees.
This process has been proven to improve employee retention by as much
as 25%. The key is to integrate new employees socially and emotionally,
while streamlining the process.
Here are a few tips to help you make your new hire’s onboarding
experience as successful as possible for all concerned.
Starting with a new company is like going to a new country. Everything
is different – the people, the systems, the language and the culture.
Acclimation brings a new employee on board by addressing these issues.
Help new employees become familiar with the work environment by
developing aides to help them to do their work.
Provide them with support tools such as acronym dictionaries, process
diagrams, checklists, organizational charts, phone lists. These tools
help them feel comfortable in their work, and enable them to begin to
Many people spend more time at work than they do with family &
friends, but who wants to spend their workday with total strangers? An
emotional connection develops when new employees really get to know
their co-workers and create friendships with others in the workplace.
This connection positively contributes to employees wanting to stay
with the company.
Create opportunities for new employees to meet other employees in the
company, beyond those in their immediate work group. New employees come
into an organization with a fresh perspective. Encourage them to share
any new ideas or approaches to products and processes that would
increase productivity or customer satisfaction. Smart organizations
take advantage of this source of innovation at their finger tips.
Help employees build lasting relationships by having regular one-on-one
conversations with management. Go out to lunch together and get to know
each other as people. This will keep them in the company longer.
During the first ninety days, initiate scheduled times in which new
employees can discuss things with management. Even senior management
should plan regular events, such as a monthly breakfast, where they can
meet with new employees and share ideas. Use this opportunity to share
goals and business strategies. Alignment of goals within the
organization can produce a competitive advantage for you your
Both employee and manager are coming into the relationship with
expectations. It is important to share these expectations with one
another. Find out what the employee expects. Encourage questions.
Set specific performance goals with new employees inside the first 90
days. Set an immediate goal of getting to know the organization and the
job. Encourage new hires to create their own network within the
organization. Align their performance expectations with the
organization through mutual goal setting.
Integrating new employees into your organization and reducing turnover
are effective ways to increase company profits while reducing
headaches, financial loss, and risk.
The Orientation Passport Tool
The Orientation Passport is a booklet the size of a real passport that
contains 100+ tasks for a new hire to complete within the first ninety
days of employment. Topic areas include customer service, performance
management, the company, the work group, and their job. New employees
acquire information through networking, use of resources like online
orientation, mentors, etc.
A key difference with the Orientation Passport is that a designated
mentor signs off when the new hire demonstrates an understanding and
can perform the task. This is quite different from recording what “We
do” and concentrates on “the new hire does.”
The process results in proactive employees that have made the emotional
connections with others in the organization beyond their immediate work
At the end of ninety days, the new hired is aligned with the
organizations business objectives, has a horizontal view of the
organization, and has demonstrated proficiency in the job. Upon
completion of the passport, it serves as a legal defense and auditable
documentation for compliance audits.
The Orientation Passport comes in Employee and Manager versions, as
well as an English /Spanish version. Also, it is customizable to meet
the specific needs of your organization.
Take this opportunity to make changes in your New Employee Orientation
process, so you will be ready when the real hiring begins!
For more information, down load and print the Orientation Passport
Passport Can Help