New employee orientations used to be so easy: give them a tour, show them their cubicle, have them sign some HR paperwork, and send them on their way. Is that, however, the best way to prepare new staff for success?
Great firms invest a lot of time and effort into immersing new employees in their rich history and lively culture. They ensure that new employees quickly become valuable members of the team by doing so. With more remote and hybrid staff being employed, now is the time to change your orientation procedure.
Don’t be alarmed if this thought makes you feel uneasy. Bringing your procedure up to date is as easy as following four simple steps to ensure that every new hire has the same fantastic orientation experience.
1. Lay the groundwork
When done correctly, orientation provides an opportunity to begin building trust and engagement among employees, coworkers, and management. It can have a negative impact on how employees feel about the firm and how they execute their jobs if done incorrectly.
Create a quick training experience that covers your company’s history and major achievements. Include images and artifacts photos, prizes, and other cultural symbols are ideal examples.
Have the hybrid recruits go through this training before they begin, or as soon as they get on the job. Anyone who is present in person can reinforce what they’ve learned with what they see in real life, while totally distant team members are not left out.
2. Don’t forget to include a live welcome
Remember that live welcomes are crucial as you create the groundwork for a fantastic orientation experience. That’s because, no matter how tempting it may be, you can’t entirely automate someone’s onboarding and training.
Choose start dates that allow a group of employees to start on the same day to make things easy for you and your orientees. This allows individuals to form bonds with others who are going through the same thing. Find ways to give these benefits to the cohort’s remote workers, even if it’s just through a Slack channel and a series of Zoom calls.
3. Send everything they’ll need ahead of time.
Nothing is more frustrating for a new employee than feeling as if the organization wasn’t ready for them. That’s the message they get when they’re placed in an office, informed their computer isn’t set up and ordered to conduct some training on their own.
That’s why you should plan ahead to ensure a smooth first day: having the new hire’s technology and workplace ready to go before their first day. Send the kit to their home if they’ll be working remotely, and give them plenty of time to unpack before their start date.
4. Spend more time introducing your team.
Helping your new hires get to know the team they’ll be working with is a key element of orientation. It’s simple to give a quick “meet the team” tour during an in-person orientation.
Pay special care to describe the “who’s who” of your company when hiring remote workers. Each team member’s basic biographical information should be included. You should also make sure that you clarify their function, reporting structures, and essential tasks so that your new hire knows who to contact if they have any questions.
One method to do this is to create a business playbook. It contains personnel information as well as an organizational chart that orienteers can use to answer queries. All of your workers, regardless of where they work, should have access to business playbooks.
As a result, your business will be more saleable and scalable, as you will no longer be a roadblock to team member advancement.
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