NEO (New Employee Orientation) is the process of introducing new hires to their jobs, colleagues, and the organization. It’s about who you are as a company, about how new hires fit in, and about why they are important. Orientation training for new employees is the process of introducing new hires to their job tasks, company processes, and teams. It can also be used as a first chance to build a relationship between the employee and their employer.
Each new employee gets a packet with the name of their supervisor, contact information, and a map of the office. Each new employee meets with their supervisor for orientation in their first week. After receiving a formal welcome from their supervisor, employees then go through an online orientation course where they learn more about corporate culture and their job responsibilities. Next, they head out to lunch with their new team.
Purpose of new employee orientation:
The welcoming of new employees is a collaborative effort that includes HR and departments. Taking the time to provide appropriate guidance and information to new hires can ensure success. This short-term orientation process should not be confused with onboarding, which focuses on the development of employees overtime.
Onboarding vs. new hire orientation:
It is important to note the distinction between onboarding and new employee orientation since one can be easily confused with the other. The onboarding period starts as soon as a candidate signs the offer letter – and hence becomes a future employee. It ends when the employee is able to do the job they were hired to do autonomously.
Orientation, on the other hand, focuses on newcomers during their first day/week. Onboarding and new employee orientation are the processes by which new hires are introduced to the organization, the people, and the job.
How long should new hire orientation last?
Although orientation is a relatively brief process, it will still take more than a day for new hires to feel comfortable with their new role. When orienting and training new employees, here’s an important rule of thumb to follow: don’t rush the process. Take at least one week to complete the new employee orientation checklist that your organization provides.
Planning your new hire orientation program:
So what are the most effective ways to make new hire orientation? You’ll need a plan.
What to include in new hire orientation?
Deciding which aspects of your company to include in your orientation might seem like an impossible task. There’s a lot you need to learn about the job and the company, and there are many people for you to meet. Where do you begin? New employees will take at least 90 days to become comfortable with their responsibilities, peers, and workflows.
Advantages of new employee orientation:
- Eliminating anxiety and stress: One of the many benefits of new employee orientation is that it motivates new employees. An orientation should clarify what’s expected on the first day and beyond.
- Right commitment to the company: a new hire’s commitment will increase when they feel welcome, appreciated, and needed during their orientation.
- High productivity with few mistakes: New employee orientation can help you avoid (unnecessary) mistakes by getting new employees up to speed faster.
- Eliminate the chances of turnover: Employee turnover is one of the effects of weak employee orientation, while employee orientation shows employees that the organization cares about them and provides them with the tools they need to do their job well.
- Create positive relationship: New hires are more likely to be productive and work well with their colleagues and manager if they feel valued and supported.
Conducting online orientation for new remote employees:
Employees who do not work in the office might have a harder time adapting to on-the-job challenges. Prepare for orientation and onboarding of these employees carefully. New hires should go through an orientation program, including training on their job responsibilities, tools, and company information. They should also begin to feel part of the team and form bonds with their new colleagues. Here are a few suggestions for making an online orientation program successful:
Help new hires use remote work tools:
The growing popularity of remote work is thanks to major developments in technology, specifically communication platforms, video conferencing tools, and project management software. Because of this, you should plan a call with your IT team to help new hires set up their accounts and download the software necessary and also give them a tour of key features to help them get started.
Arrange virtual meetings and online presentations:
When you have a new employee, schedule a meeting with the manager and members of the team to explain what they do in a short presentation. You don’t want to forget to give the new hire a chance to bond with their team.
Establish an online knowledge repository
Guidelines are where everything actually happens, so new remote hires should read them over regularly. You should document your business’ structure, a virtual tour of your offices, training material, benefits, and company policies. Luckily, there is no shortage of cloud storage solutions to upload and save all sorts of content.
New hire orientation best practices:
Let’s examine some new employee orientation best practices. The first thing these training programs should do is to teach coping skills for the most common sources of stress in the workplace. Following are the best practices:
- Add realistic information: Be honest and provide a realistic job preview previously to not cause any disappointment.
- Provide general support: The purpose of new employee orientation is to make new employees feel welcome and to reassure them.
- Show organizational culture: Make sure that new employees get a proper introduction to the team and the company using a well-structured employee orientation.
- Prepare for the first day of orientation: This is especially true for the organization, the manager, and the new hire. Before orientation starts, make sure that new hires’ workspaces are fully ready (hardware and software) and that managers are fully prepared too.
- Fun and games: If you want to make new team member feel welcome, offer them some time with their future colleagues. This can be before work, during lunch, or during an office tour. The idea is to have a picture of a bunch of people and a list of names which new hires have to match.
- Use checklists: Checklists offer a simple and efficient way to make sure that all necessary steps are taken and nothing falls through the cracks.
- Be consistent: Create a formal program to make sure managers use (the latest version of) your checklists for every new employee orientation.
- Evaluate & improve: If you gather feedback from your new hires, you can get ideas for how to improve your process. Then you can keep optimizing your orientation for new employees.
How to streamline your new-hire process flow:
The most important topics for a new hire orientation program will depend on the time of year and your company’s needs. It’s important to remember that even if you have the most creative ideas and fun activities, your new employee orientation won’t be successful unless. Here are three tips for making a seamless orientation experience. Here are some suggestions for how you can make new employees feel welcome.
Create a new hire orientation checklist:
After reading these new employee orientation guidelines, you’ll understand exactly what you need to do and in what order during your first few days on the job. But as we’ve already discussed, it’s not only you who is involved in the orientation program. You’ll need to rely on your manager, IT, and a number of other employees across the company to deliver a positive experience. To ensure that all employees are oriented similarly, create a checklist of all the activities that new hires need to complete, and who is responsible for each.
Ask for feedback:
To deliver high-quality and consistent orientation to all new hires, you need to guarantee that all managers and leaders working with new hires know exactly what the standard operating procedures are. One way to know whether your employees find orientation useful is to simply ask them. If one of the new employee orientation activities is poorly rated, it is important to identify strategies for improvement. This could potentially save you money by helping employees stay longer on your team.
Over to you:
We hope that you’ve found the lists of best practices for new employee orientation helpful. If you’re getting started, don’t forget to check out our employee orientation checklist template. Let us know how your orientation goes.