An employee’s first day on the job is an exciting and nerve-wracking time. Employers will want to do all they can to ensure that a new employee’s first days and weeks are as positive and confirming as possible.
New employee orientation and onboarding programs not only serve to help educate new employees, but they also serve to make them feel welcome and comfortable.
Onboarding isn't the same as orientation. New employee orientation is a program usually developed for a new employee’s first days/ weeks on the job. By contrast, onboarding programs are more comprehensive and can last for an indefinite period of time. The objective is to prepare new employees for their first annual performance reviews by providing them with training and cultural development opportunities, and resources and information.
In a previous HRTools Insight, I reviewed how businesses can “wow” their clients. I think business owners should also strive to “wow” their new employees. Those first days and weeks on the job can be critical for new employees. In fact, for new employees, much of their future success can significantly depend on how well they respond to those first few weeks with their new employers.
Granted, small business owners are very focused on operational issues — those ongoing and recurring revenue-generating activities. When new employees walk through the doors on their first day, they too are normally very focused, but more on learning all that they can to perform and excel.
Are you ready to get started? Here are a few tips that will generally apply to almost any business or organization.
- During the employee’s first month, you will want to:
- Review your mission, values and strategic plans.
- Review procedures or information contained in employee handbook.
- Discuss individual and divisional team goals.
- Establish individual goals and related action steps.
- Discuss expectations, production and other relevant performance goals.
- During the employee’s second month, you will want to:
- Review individual goals and action steps.
- Review employee’s performance to date.
- Describe the formal evaluation process.
- On a daily basis, you will want to:
- Acknowledge progress and contributions.
- Ensure that employees feel welcome to ask questions and give feedback.
- Provide feedback about areas for improvement or performance issues.
Legal Disclaimer
The information contained in this document is for general, informational purposes only and is not intended to be legal advice. This information is not a substitute for the guidance of a professional and should not be relied upon in reference to any specific situation without first seeking the advice of a qualified HR professional and/or legal counsel regarding applicable federal, state or local laws. HRTools, Insperity and their respective employees make no warranties, express or implied, and make no judgments regarding the accuracy of this content and/or its applicability to a specific situation. A reference or link to another website is not an endorsement of that site or service.