The Advantages of Employee Orientation

Employee orientation programs provide basic information about a company's policies and guidelines, details about company benefits plans, including opt-in procedures and forms that must be filled out, and introductions to team members and managers. When done right, orientation programs help employees feel welcome, understand the culture, learn about the policies and develop a sense of belonging.

Feel Welcome

Orientation sessions create a lasting first impression. A positive impression can lead to a buy-in of the company's strategic objectives. By doing simple things -- such as providing a desk, cubicle, phone and basic supplies, and introducing new employees to their team members -- a company can make new employees feel welcome. New hires are often paired with mentors to help them ramp up on assigned projects and start contributing right away.

Understand Culture

Orientation helps a new employee understand the norms, customs and traditions that constitute the corporate culture. Some companies have formal rules and enforce a strict dress code, while others have a more informal and relaxed culture. The operating environment often defines the corporate culture. For example, a university culture is likely to be relaxed and collegial, but the workplace might be a bit more frenetic in a start-up technology company. The orientation session helps new employees to avoid initial stumbles and adapt more easily to the corporate culture.

Learn Policies

Orientation sessions inform and educate employees on corporate policies, such as drug and alcohol testing, security procedures for dealing with confidential documents, acceptable computer use and safe handling of operating equipment. This reduces the risk of workplace injuries and improper use of company property.

Reduce Turnover

Turnover is expensive because companies lose the expertise of an employee and have to reinvest in recruiting and training replacements. Effective orientation programs that make new employees feel welcome and part of the team foster loyalty. A challenging work environment, competitive compensation and career development are other ways to motivate employees, keep morale high and reduce turnover.

Rapid Onboarding

Author Lauren Keller Johnson cites several examples in a June 2005 "Harvard Management Update" article, excerpted in Harvard Business School Working Knowledge, to demonstrate that new managers who are rapidly onboarded -- immersed in their tasks on day one -- generate more value for their employers than those who follow a more traditional and leisurely orientation path. Speeding up the orientation process for managers and employees also creates a sense of momentum and excitement that builds morale and a shared commitment to the company's goals.

Considerations: Success Factors

According to training consultant Jean Barbazette, effective orientation programs should be ongoing processes, not one-day programs. They should be just-in-time in nature: For example, training on a new information technology system should be implemented as the system is being integrated, not a month or two beforehand. The programs should be continuously reviewed and upgraded as necessary. Corporate intranet forums and social media foster virtual socialization and the exchange of ideas among staff members, thus helping new hires feel part of a team.

References

• Tech Republic: Priorities in New Hire Orientation; Robin Thomas; July 2005
• American Council of Engineering Companies: Employee Orientation --- Delivering the Promise; Raymond F. Messer and Leigh A. Mires
• Harvard Business School Working Knowledge; Getting New Managers Up to Speed; Lauren Keller Johnson; July 2005
• Keep Employees: Make New Employee Orientation A Success; Jean Barbazette