Today's most frequent complaints about new employee orientations play right into the concept of human capital - the employee is often left to sink or swim, or, in contrast, the orientation is overwhelming, boring, or simply, a chore. But the answer to these complaints is potentially more simple than it seems. Welcoming the whole person, rather than just a set of job functions, allows people to assimilate into the corporate culture, become inspired and productive almost immediately.
What does "welcoming the whole person" entail? The immediate supervisor or manager should review a copy of the employee's application or resume. They should be familiar with the employee's relationship between employee experience, training and education.
At the outset, the manager or HR representative should review the job description with the employee, including the duties, responsibilities, and working relationships.
It's important to also discuss with the employee how the company is organized, as well as the organization of the department or division and how the new employee fits in to that structure. After the employee has settled in a bit, the immediate supervisor or manager should find out the employee's career goals and objectives, and be able to help the employee relate those goals to the goals and objectives of their department and the company as a whole.
This changed approach requires a company to determine the objectives of the new employee orientation program at the outset, basing their measures of success on the idea of the value of human capital. Then, the company must meet those objectives honestly and positively for each and every new hire. Successful integration will happen only if the new employee decides he or she has made a wise decision to join the organization.
The best new employee orientation:
• Has attainable goals and meets them
• Makes Day One a welcoming celebration
• Involves the new employee's family as well as co-workers
• Makes the new employee productive on Day One
• Is not boring, cumbersome, rushed or ineffective
• Uses feedback to continuously improve
Whatever orientation materials are included in the process, they should encourage participation in creative and entertaining activities that reinforce the necessary skills and information. New employees must also have guidance and assistance throughout the process from a mentor or buddy, as well as their manager.
Video: The Answer For Many Companies
Orientation videos of the past that re-hash policies, procedures and paperwork ad nauseam were bad then, and today with a much younger, more media-savvy audience, they're even worse. Today's orientation videos provide new employees with a glimpse of what the company does best, and why customers choose them over their competitors. The best videos even make use of contributions from front-line employees and in doing so, create a story that embodies how the company works together to provide solutions to customers.
At the Birmingham, Alabama YMCA, it had become apparent that the challenges of bringing new employees on board had become too numerous to address on an individual basis. With the majority of their staff comprised of part time and seasonal positions, the Y was unable to provide consistent training, and was losing their grip on the productivity and culture they prided themselves on. What's more, they needed to raise retention rates and show the value of positive employee relations to their stakeholders.
Velma Williams, in charge of new employee orientation for the YMCA, chose to address these objectives with a video presentation. The video allows all employees to find out about YMCA history, traditions, and values, and how they fit into the "big picture." It provides thorough explanations of policies and processes, and is highly cost effective - the time and money spent today per new employee is dramatically reduced. Beyond that, showing the new video to current employees helped Williams close gaps in knowledge, even for long-term employees. "We captured the essence of the YMCA, and brought it to life," said Williams. "I am proud of the product, and even prouder that we won a Telly Award for it's production." In the end, Williams also chose to post the video online with a feedback form and printable certificate, available after the employee completed the training. This tracking allowed Williams to insure compliance among all employees.
In creating a video such as the one Williams did, it's vital not to cut corners. Quality is a value today's companies cannot choose to sacrifice, especially when it comes to employee communications. A company cannot expect a new employee to believe that quality goes into everything the company produces if they receive anything less than exceptional quality in their own training. It sends a message that the company believes in the value of its human capital.
Creating an effective orientation video should involve examples of quality, focusing on attention to detail. Wherever possible, show real solutions, as they are provided to actual customers or clients. Mention the nuts and bolts of the workplace, but also talk about your employer brand - the integrity and honesty that allow the company and its customers to succeed.
In the end, the cost of producing a orientation video can be amortized across the hiring expectations during a 3 to 5 year shelf-life, and in that time, should:
• Reduce New Employee Anxiety
• Reduce Employee Turnover
• Save Time for the Supervisor and HR
• Develop Positive Attitudes
• Improve Productivity
What does "welcoming the whole person" entail? The immediate supervisor or manager should review a copy of the employee's application or resume. They should be familiar with the employee's relationship between employee experience, training and education.
At the outset, the manager or HR representative should review the job description with the employee, including the duties, responsibilities, and working relationships.
It's important to also discuss with the employee how the company is organized, as well as the organization of the department or division and how the new employee fits in to that structure. After the employee has settled in a bit, the immediate supervisor or manager should find out the employee's career goals and objectives, and be able to help the employee relate those goals to the goals and objectives of their department and the company as a whole.
This changed approach requires a company to determine the objectives of the new employee orientation program at the outset, basing their measures of success on the idea of the value of human capital. Then, the company must meet those objectives honestly and positively for each and every new hire. Successful integration will happen only if the new employee decides he or she has made a wise decision to join the organization.
The best new employee orientation:
• Has attainable goals and meets them
• Makes Day One a welcoming celebration
• Involves the new employee's family as well as co-workers
• Makes the new employee productive on Day One
• Is not boring, cumbersome, rushed or ineffective
• Uses feedback to continuously improve
Whatever orientation materials are included in the process, they should encourage participation in creative and entertaining activities that reinforce the necessary skills and information. New employees must also have guidance and assistance throughout the process from a mentor or buddy, as well as their manager.
Video: The Answer For Many Companies
Orientation videos of the past that re-hash policies, procedures and paperwork ad nauseam were bad then, and today with a much younger, more media-savvy audience, they're even worse. Today's orientation videos provide new employees with a glimpse of what the company does best, and why customers choose them over their competitors. The best videos even make use of contributions from front-line employees and in doing so, create a story that embodies how the company works together to provide solutions to customers.
At the Birmingham, Alabama YMCA, it had become apparent that the challenges of bringing new employees on board had become too numerous to address on an individual basis. With the majority of their staff comprised of part time and seasonal positions, the Y was unable to provide consistent training, and was losing their grip on the productivity and culture they prided themselves on. What's more, they needed to raise retention rates and show the value of positive employee relations to their stakeholders.
Velma Williams, in charge of new employee orientation for the YMCA, chose to address these objectives with a video presentation. The video allows all employees to find out about YMCA history, traditions, and values, and how they fit into the "big picture." It provides thorough explanations of policies and processes, and is highly cost effective - the time and money spent today per new employee is dramatically reduced. Beyond that, showing the new video to current employees helped Williams close gaps in knowledge, even for long-term employees. "We captured the essence of the YMCA, and brought it to life," said Williams. "I am proud of the product, and even prouder that we won a Telly Award for it's production." In the end, Williams also chose to post the video online with a feedback form and printable certificate, available after the employee completed the training. This tracking allowed Williams to insure compliance among all employees.
In creating a video such as the one Williams did, it's vital not to cut corners. Quality is a value today's companies cannot choose to sacrifice, especially when it comes to employee communications. A company cannot expect a new employee to believe that quality goes into everything the company produces if they receive anything less than exceptional quality in their own training. It sends a message that the company believes in the value of its human capital.
Creating an effective orientation video should involve examples of quality, focusing on attention to detail. Wherever possible, show real solutions, as they are provided to actual customers or clients. Mention the nuts and bolts of the workplace, but also talk about your employer brand - the integrity and honesty that allow the company and its customers to succeed.
In the end, the cost of producing a orientation video can be amortized across the hiring expectations during a 3 to 5 year shelf-life, and in that time, should:
• Reduce New Employee Anxiety
• Reduce Employee Turnover
• Save Time for the Supervisor and HR
• Develop Positive Attitudes
• Improve Productivity
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