Every new beginning is stressful and starting
a new job is no exception. New activity, colleagues, environment and new rules.
Fresh starters need to discover and adapt to all this as fast as possible so
that they can feel comfortable at work and start being productive.
The new employee orientation process is often
overwhelming as it’s charged with tasks like making new employees feel welcome, establishing their
responsibilities, orienting them in their new position and familiarizing them
with the company culture.
The best orientation programs are divided between three parties:
the Human Resources Department, the direct supervisor, and a colleague of the
new employee. As it is the case with all other processes in which more people
are involved, it is always a good idea to have a written procedure which
establishes who does what and when. This way the new employee receives all the
information needed in an efficient way.
Here are some of the most common mistakes done in the induction process:
Overwhelming the new employees on the first
day. The last thing someone wants to do in his first day is to have
it filled with dry, boring and tedious information. Spending an entire day filling
out long and confusing forms can often result in a loss of interest in their
new job. The first day is always tough. Including less formal gatherings
between meetings and arranging for a group of staff members to treat the new
hire to lunch on the first day are always good ideas that will make
the on-boarding easier.
No formal induction procedure. An impressive number of employers don’t have a formal and
planned induction process. The employees need to learn what they can about the
organization on their own and/or from coworkers.
Improper
introduction of the employee to the colleagues. The new hire doesn't know yet any of his colleagues
and has no social relations in the company. Therefore this would also be a good
time to assign a mentor or buddy to the new hire as an immediate resource for
any questions and key information about organizational culture and goals.
Lack of a plan with objectives and
responsibilities. Very often it happens that details like objectives,
strategy and expectations of future results are given gradually and
disorganized. This will only bring confusion about new employee’s job functions.
Improper work station. An empty workstation is to a new employee what an abandoned
hotel is to a guest. Before the employee arrives on day one, make sure the
phone and computer, complete with voice mail and e-mail accounts, are set up.
The new hire should also have a copy of an organizational chart, staff list,
and phone directory.
Insufficient
information regarding company information, policies – including dress code
and late policies – and benefits.
Induction seen as one time event. There are still many companies where the orientation of the new
employees occurs, for the first and last time, on their first day on the job.
New hire orientation is a process and should consist in constant feedback at
least in the first 90 days.
Most
employers appreciate the importance of carefully recruiting, assessing and
selecting ideal candidates for employment in their organizations, however only
some of them realize that successful recruitment is only the first step. Once a
new employee is hired, the equally important job introducing the new employee
into the company begins.
