This is the next article in our series covering the Employee Life Cycle;
- Recruitment and Selection
- Orientation and On-boarding
- Performance Management
You and your candidate decided to move past the dating phase and get married; now what? The last thing you want to have happen is to have your “spouse” show up the first day and not have their new home ready and waiting. Although orientation centers around and exists to help the individual employee, the Company ultimately reaps the benefits of this practice Consider the following benefits of a proper orientation:
- Reduces costs associated with learning on the job
- Saves co-workers and supervisors time training the new employee, thus increasing production
- Increases morale and reduces turnover by showing the employee they are valued
According to the Institute of Management Development (IDC) employees not fully understanding their jobs cost an estimated $37 billion. So, here are a few must-haves to make sure the good feelings last:
- Plan the first week for them starting with any orientation materials as soon as you can on day one; this includes benefits, handbook, any forms needing signature, etc. If you offer benefits, send them to the candidate before the first day so they can bring any questions to the session. Make sure this phase is complete before moving on. Create a checklist for the first week items so you will not forget anything.
- Have workspace ready and waiting including computer, any other electronic items they need, work materials, etc. Cover any computer-related items up front like login and passwords and ensure their understanding of the area and equipment. Give them personal time to personalize their work area.
- Immediate supervisor and/or co-workers should take them to lunch the first day after these two items are taken care of. Introduce them to all peers, superiors and subordinates necessary. If you have organizational charts, give them one.
- Day 2 in a new job can be very stressful if not done correctly. They arrive to work after being the center of attention the previous day feeing good about everything and it is very common to drop the ball here. Use the second and third day to arrange for them ahead of time meetings with key stakeholders, clients, peers, superiors, subordinates, etc. Resist the temptation to launch them into their work immediately. If manpower is available, assign a buddy to help them around the first week. They can help with all logistical questions and can be a huge influence acclimating the new person.
- Plan a follow-up one-on-one session on Friday (if they started on Monday) and do a head-check. Answer all their questions and ensure they still feel good about their decision to join you. Discuss their role in detail and make sure you are both on the same page. Follow up with their buddy to make sure all is going well.
- Follow-up with a 30-60-90 day review to ensure they are on the right track.