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map and magnifying glassHave you ever participated in a Scavenger Hunt? I was in one once and it wasn’t very well organized. We ran around trying to find all these different things that were seemingly unrelated. The process was confusing, frustrating and at the end of the day, we felt tried, tested, and made to look like idiots. It was not a lot of fun!

Sadly, this is how a lot of new employee orientation programs are designed. The new employee is running from person to person, trying to find a thread of commonality between tasks and they spend much of their time being confused, frustrated, and feeling stupid. Fun times! Previously we blogged about how to set up for the employee’s first day, and guess what, the orientation doesn’t stop there.

Imagine an orientation program that comes with a map, a compass and big X on the treasure map! That is the sign of a good program!Tweet: Imagine an employee orientation program with a map, a compass and big X on it! Thats a good program! #EmployeeEngagement http://ctt.ec/Td3W7+

Here are five tips for a good program that goes beyond the first day!

  1. Have a clear job description that is accurate and up to date. Spend time in the first week reviewing the description so that the employee can see where they are headed.
  2. Create a training plan. Document what learning needs to take place, who is going to do the training and what expectations you have for how soon the new employee needs to be able to do the task on their own.
  3. Set check-in meetings. In the first week, set up your meetings for a check-in at the end of each week or at the end of 30, 60, and 90 days. Make time in your calendar and set the meetings now so that the employee knows that you see them as a priority.
  4. Make introductions. If you want the employee to meet other managers or employees, facilitate that by making the introductions. Either walk them around and introduce them or introduce them by email. When making the introduction, tell both people why you think they should spend some time together. A causal get-to-know-you meeting is great but if you have different expectations, make sure you say so.
  5. Know your metrics. How will you know the new employee is successful in their new position? What measurements are you using to determine success? How will you know the new employee is a good fit? Having clear metrics will help you see when things aren’t going well and can help you identify what you need to do to make it successful.

Your Engaged HR Assignment: Create a plan, a map we’ll call it, for your New Employee Orientation Program that ensures that the new employee is oriented to their job, given clear direction and lots of support to be successful. If you aren’t sure what goes on your map, give us a call and we would be happy to help you out!


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