If one of my goals is to share facilitation tips, it makes sense to start with New Employee Orientation. The words may conjure unpleasant images and sounds at first – perhaps a series of disjointed subject matter expert facilitators that lecture at trainees and a litany of Human Resources policies and procedures PowerPoint presentations?
So, let’s shift toward building a better orientation program for your company’s new hires. Why is this so important? I believe you have to “get it right” on Day 1. Your new hires should not only be educated, but they must also feel welcome and be engaged. If they are not, they may immediately begin crafting an exit strategy and driving up your organization's turnover cost.
Below are some building blocks of a more effective New Employee Orientation, one that truly connects with new hires. Most come from my own experience, and some come from colleagues.
· Engage them. Begin with an icebreaker that makes them feel comfortable interacting with you and each other – my favorite is Two Truths and a Lie (http://lds.about.com/library/bl/games/bltwo_truths_lie.htm ). Also, can you re-think your policies and company history presentations? I turned Delaware Investments' presentation into a game show. We divided new hires into teams; they came up with a team name; I snapped digital pictures of them enjoying each other’s company; and then instead of lecturing, I had participants guess key facts about the company, from the number of employees to assets under management.
· Show them the values. Most orientation programs feature a session on company values. Instead of another boring PowerPoint presentation, get participants to interact with the values and see them in action. I split the group into teams and ask them questions that get them thinking about the values in fun and creative ways (e.g. how can you relate fairness and peanut butter). In addition, I gave examples of the values at work in the organization (e.g. evidence of our shared values in our tuition reimbursement program and staffing policies) and bought in a guest speaker (another employee) who demonstrated the shared values and had successfully promoted within the organization.
· Give them the information they need, AND the information they want. Sure, you have to communicate policies, procedures, and company history, but you also need to give them the tacit knowledge that they really want. During orientation, we gave new hires restaurant recommendations within one square mile, tips for using the various modes of public transportation in the region, shared the phone number for the Help Desk, and taught them how to send interoffice mail.
· Warmly welcome them. There are countless ways to make employees feel welcome on the first day- ask questions about their professional background, assign one facilitator who stays with new hires all days (yes, he or she remains in the room while other speakers present), and wrap the day up with a new hire reception. My manager and I came up with this concept, and it can be done in a cost effective manner. For as little as $20, you can offer refreshments and invite new hires’ supervisors, managers, and administrative assistants to a welcome reception at the end of the day. This is particularly effective because it is seamless to the new hire; those invited to the reception can then escort him or her to his or her work area.
· Build relationships with and among them. Don’t let orientation end with just one day of training – build relationships with each new hire for life! At the end of the orientation program, try sending them an email with digital pictures of their orientation, information about future developmental opportunities, and your contact information if they have future questions or concerns.
What do you think? What are some of your best orientation practices? What questions do you have? Your comments are welcome here!
