How To Develop Employee Orientation Programs

To develop an employee orientation process you need to keep in mind that this is your future employee's first impression of you and your business. A smooth, well-organized, informational and somewhat entertaining program should be your goal.

The nature of your business will dictate how lengthy you will want that first orientation day to be. Some companies break up the orientation process into a few days. This is helpful for younger employees or people that are not used to paying attention for long periods of time. If you know you are designing the program for a specific audience, like for specialists or for people who have never held down jobs, you can also plan a more appropriate orientation. The orientation should be delivered in a clean place without the chance of interruptions. Orientation programs are notoriously boring. When you are developing your orientation process, do what you can to make it real, and keep it exciting. Use future employees' names throughout the sessions to keep them engaged. 

If you have a company handbook, you need to familiarize yourself with this. Your company handbook will help you plan out the orientation, and will give you an idea of the amount of time you will need to cover everything. A successful orientation will be informative and will give your new employees the tools they need to be successful.  

The beginning of your orientation should be introductions. Do your best to make your future employees comfortable, if possible offer a beverage. Give a quick overview of what will be happening in the orientation and how long you plan to hold in the orientation. If applicable, hand out copies of the company handbook or policy and procedures manual.  

Begin by reading and highlighting to your future employees the rules and regulations of the job. Highlight the rules that are most often broken or can cause immediate termination.

Briefly explain disciplinary procedures and consequences of violations to company policy.  

Explain the performance appraisal process and pay increase schedule. If possible, give the employees a copy of what the performance appraisal looks like.  

This may be a good time to give future employees a quick break. In some very rare instances, after they have listened to all of the rules, a few employees may decide they don’t want the job. This gives them the opportunity to leave.  

Have future employees complete any paperwork that is necessary. Ask whether they have any questions.  

Give your now-hired employees a tour of where they will be working, and wrap up your orientation. Do your best to make them feel welcomed and part of your team. 


Share this article!

Follow us!

Find more helpful articles: