Show these new hires where you have come from with old pictures or a video of your growth. Make them part of your story from the moment they walk in. For some added insight on culture immersion during onboarding, check out this podcast episode. Turn learning these terms into a game. Review the different acronyms through something like bingo or a matching game. Using gamification can really help with retention of the information and make it fun to learn.
Consider having a scavenger hunt. This gets the new employees up and moving through the office. The hunt can include finding out fun facts about fellow employees, interesting things about the building, or weird items around the office. New hire orientation and onboarding provide a lot of benefits. From retention to engagement to productivity, stepping out on the right foot makes a huge difference. Orientation is your first impression to all new hires and first impressions are very important.
But if an employee feels like they had a poor onboarding process, they are twice as likely to search for new employment, according to Digitate. It provides new workers with information they need to do their job effectively. It encourages them to feel confident, ask questions, and adapt more quickly. And all of this becomes even more imperative if your employees are remote.
Getting them the same information, regardless of their location, will do wonders for their success at your organization. You could also intentionally include time in their onboarding schedule to complete videos of their choosing, then talk about what they chose and what they learned from those videos.
Both, however, have the same goal; to familiarize new hires with the organization, the people, and the job. Frequently named benefits of employee orientation include:. According to Wanous and Reicher , new employee orientation should first of all focus on teaching coping skills for the most important stressors that newcomers are facing. This leads to the following best practices:. New employee orientation, however, involves more than teaching people how to deal with stress and managing expectations.
Other best practices include:. The aforementioned best practices are related to the content side of new employee orientation. When it comes to new employee orientation ideas there are heaps of examples. Here are some ideas from our own orientation at AIHR on the first day and in the first week. You can use these as a source of inspiration for your own employee orientation, literally copy and paste them, or pick and choose the elements that are relevant for your organization.
New employee orientation is an exciting time both for the new hire and the organization. What are your employee orientation experiences? Do you have the competencies needed to remain relevant? Take the 5 minute assessment to find out! Tour the office space with your new hire and discuss potential work area hazards such as a chipped floor tile or a loose cable running through the walls. Remember to answer related questions and concerns regarding such issues.
Explain that food items are to be stored in the refrigerator. All food containers should be clearly labelled otherwise it could be thrown out to ensure hygiene standards are met. Ensure that all leaders are aware of your new hires and anticipate potential queries. This is especially important for the safety and security department as well as facility management. Give your new hires a list of names and phone numbers of the personnel involved in case of an emergency.
Once these items are checked off your list, you can incorporate fun and the introduction part into your orientation. Spend time getting to know your new hires, their previous work experience, hobbies, life mottos, etc. Orientation — A session whereby new hires can familiarize themselves with their new role, department, responsibilities and company. TalenX will be publishing high quality, well-crafted human resources related articles on a regular basis. Please bookmark our blog or subscribe to our newsletter to stay updated on the latest trends in HR.
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