Be strategic about when to schedule a new employee orientation program. If you know that Thursdays and Fridays are the busiest days for your company, do not schedule an orientation for either of those days. You should be able to focus on your new employee and spend time with them, not being interrupted every two minutes.
Before an employee orientation program begins, you should know what you need and want to go over. Set goals and guidelines to both you and them to follow.
This will keep you on task as well as provide a foundation for another person in the event you cannot do the orientation yourself. After setting your goals, make sure you take some time to prepare. If you know you will need pens and notepaper, get them ready. If you are walking around for a while, have a couple of bottles of water available.
Provide a list of FAQs, buzzwords, contacts, and other pertinent information. Giving the new employee a list of FAQs will likely cut down on confusion and probably answer many questions before they even are asked. Providing buzzwords and industry definitions will help keep everyone on the same page. If you let your new employee know who they should contact for different topics, it will likely decrease feelings of being overwhelmed.
It is a fact that new employees will need help regardless of how well-prepared you are. There is too much to go over and remember at once. Assigning a mentor and introducing him or her to the new employee will offer some degree of comfort and relief. We all like to know that what we do is important in some way.
A new employee needs to know not only that their role is important but also how it is fits into the big picture of the company.
Informing them that they are a vital part of your company will make them feel appreciated and, most likely, more dedicated. Give your employees direct acces to online resources. Increase the flexibility of your online training orientation program. By making your online training orientation program accessible from all mobile devices, you can help your new employees complete their online training orientation course at the time and place it is more convenient for them.
Offering your newly hired staff the option to complete the online training orientation course at their own pace will significantly enhance their overall eLearning experience. Don't overwhelm your new employees with data. Staying short and straightforward will help your newly hired staff understand their job duties and succeed in their online training orientation course, while avoiding information that is not immediately necessary.
Throughout your employee online training orientation program keep in mind to stay focused on only pertinent information; new starters get easily overwhelmed, as this is normal for people who are trying to adapt themselves to a new environment, so remember to provide them only with relevant and necessary online training material. Include only information that is both necessary and easily digestible. Furthermore, incorporate interactive elements into your employee online training orientation program, so that your new hires will become more engaged and interested.
Offer your employees variety. Furthermore, consider blending your online training course with some face to face events, for instance a mentoring session, to personalize the overall impact of your employees' online training orientation experience. Measure the success of your employee online training orientation program.
Measuring the success of your employee online training orientation program will allow you to keep it updated, make improvements, and determine whether it was indeed successful. There are several ways to evaluate your online training orientation program, but the most effective way is, of course, soliciting immediate feedback. As soon as your employees finish their online training , ask them to complete surveys and inform you about which parts of their orientation process they found most and least helpful, whether they found the information offered overwhelming or, worse, insufficient, and how they would rate their overall onboarding experience.
Keep in mind that employees orientation is an ongoing process. More often than not, it is really difficult for your new employees to retain all the information you want to convey at once. Apart from doing your best to convey your online training material as effectively as possible by breaking it into chunks and delivering it through a variety of media, consider following up by contacting employees and their supervisors two or three months after your employee online training orientation program is over.
Ask them about their online experience, as well as other elements they would like you to add, change, or boost. Make work easier. Your new hire practices should introduce your new hires to:. New hire orientation can take anywhere from a few hours to a few days, depending on your new hire's role and your business.
If you are a manager or senior member of staff, you may be responsible for leading new hire orientation. Here are 20 orientation ideas that can help your new employees feel comfortable and informed at your organization:. Decorating your new employee's workstation ensures they feel valued from the moment they arrive.
You might hang a welcome banner or some buntings and decorate their desk with a balloon bouquet or desk plant. A welcome pack is a handy resource for any employee. Include useful resources, such as an employee handbook, a map of your company's office and a list of commonly used acronyms.
Adding practical company products, such as a branded pen for note-taking and a company T-shirt for team-building exercises, can help your employee feel like part of the team. Assemble your new hire's team into a circle and encourage each employee to take turns introducing themselves.
They should state their name, their job title and something interesting about them such as a hobby or a passion. This simple introduction exercise is a great way for your team to know your new employee and vice versa. Giving your new employee a tour of your office building familiarizes them with their surroundings and can help them feel more comfortable.
While you should include basics, such as the boardroom and restrooms, consider adding some insider information too, such as the best place for relaxing on the grounds during lunch and what the best foods in the cafeteria are. Icebreaker games are a fun way to help your new employee get to know their colleagues. In "Stranded on a Desert Island," employees take turns naming one item they'd want if marooned.
In "Five Favorites," employees list their five favorite things in a set category, such as movies or animals. In "Two Truths and a Lie," employees take turns providing two personal facts and one statement that's untrue.
The rest of their team must vote on which statement is a lie. Read more: 42 Unique Team-Building Icebreakers. Once your employee becomes more familiar with their surroundings, you could launch a scavenger hunt. Test their independent navigation by asking them to collect some common items found in different parts of your office. For example, they might need a tea bag from the break room, a business card from the front desk and a stapler from the supply closet.
People often feel most comfortable around their loved ones, so inviting family members for a coffee break at the office during the orientation period is a great way to settle your new employee in. It's also an excellent opportunity for you to get to know the people that matter most to your new hire.
You can arrange for someone from your IT department to set up your new employee's computer and answer any questions they have. Make sure your new employee has a company email address and access to the Wi-Fi and all the programs they'll need to complete their work. Check whether they're comfortable using the system and arrange for any training as required. Connecting new hires with their immediate managers on their first day can help them feel valued and more comfortable with the company's leadership.
If you are a manager, consider setting aside 10 to 20 minutes to chat privately with your new employee.
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