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New Employee Orientations & On-Boarding,[object Object],Kellie Auld, CHRP/PID/CACE,[object Object],Simply Communicating,[object Object]
Begin at the Beginning,[object Object],New employee Orientations & On-boarding are ‘an investment’ in ,[object Object],your company.  ,[object Object],As soon as you have made your hiring decision, you should,[object Object],be starting the process – even before the employee arrives.,[object Object],Done effectively, they have been shown to increase morale, lead,[object Object],to higher retention and also higher productivity.,[object Object],Simply Communicating,[object Object]
Just the facts Ma’am,[object Object],[object Object]
Texas Instruments reached “full productivity” from their new hires  2 months earlier than before the implementation of a new employee,[object Object],  Orientation/On-boarding program,[object Object],[object Object],  16%  after implementing new programs,[object Object],Source:,[object Object],Rebecca Ganzel, "Putting Out the Welcome Mat," Training Magazine, March 1998,[object Object],Keith Hammonds, “Why We Hate HR,” Fast Company, August, 2005.,[object Object],Best Employer to Work for in Australia, Hewitt Associates, 2003,[object Object],Simply Communicating,[object Object]
Need more proof?,[object Object],According to David Lee (Principal, HumanNature@Work) changes to ,[object Object],Orientation and On-boarding processes also translated into improved attendance, increased productivity, and a reduction in damaged-goods rate.,[object Object],At Designer Blinds, an Omaha based manufacturer of window blinds, upgrading the On-boarding process reduced turnover from 200% a year to under 8%! ,[object Object],Because of the dramatic drop in turnover, they were able to reduce,[object Object],their recruiting budget from $30,000 to $2,000.,[object Object],Simply Communicating,[object Object]
The Orientation/On-Boarding process,[object Object],According to Eric Wood, President of EnviroSense Inc., “Everything Matters. Every choice, every action, every communication has potential consequences.”,[object Object],Not only does every choice have a consequence in terms of how quickly an employee gets up to speed, every choice communicates to the employee something about your organization. ,[object Object],Poorly organized, “fly by the seat of your pants” orientations say  something very different about an organization than does a well organized, professionally delivered program.,[object Object],http://www.envirosense.com/bnh.html,[object Object],Simply Communicating,[object Object]
What’s the difference between an Orientation & On-Boarding?,[object Object],The Orientation is the first few days that an employee spends with you.,[object Object],The On-Boarding process includes the Orientation and the ensuing 3 – 6 months of integrating into the company. ,[object Object],Simply Communicating,[object Object]
So, what’s in the Orientation,[object Object],Every organization has its own style and culture.,[object Object],While there are definitely “best practices” to follow, your ,[object Object],particular Orientation should suit your company.,[object Object],The Orientation is your opportunity to illustrate the ,[object Object],culture you want to create.,[object Object],Think of the Orientation as the “Welcome to your new Home” for your employee – get everything ready BEFORE the employee arrives! ,[object Object],Simply Communicating,[object Object]
The Orientation,[object Object],Smart organizations break orientation into “bite sized pieces” and they create an inspiring experience that reassures new hires they made the right choice by coming to work for you. ,[object Object],Simply Communicating,[object Object]
The Orientation,[object Object],While there are definitely aspects of the employee’s Orientation that require paperwork; structure it in such a way that there is an opportunity to get to know the ‘person’ ,[object Object],Try to remember back to when you were new – what did you need?,[object Object],Have a checklist and share it with the employee as you walk through it – consistency is important – each employee should have the same experience coming in.,[object Object],Simply Communicating,[object Object]
On-Boarding,[object Object],On-boarding, as mentioned previously,  is the first 3 – 6 months an employee is in the organization.,[object Object],If you want high-functioning, engaged employees; take the time to invest in them and as research has indicated, you will receive a great Return on your Investment!,[object Object],Think of On-Boarding as essentially “building the ,[object Object],foundation for high employee engagement” ,[object Object],Simply Communicating,[object Object]
On-Boarding,[object Object],The level of support provided to employees after leaving Orientation also communicates an important message.,[object Object],An On-boarding process that provides new hires with a mentor and periodic check-ins sends employees the kind of message that leads to engagement and loyalty.,[object Object],While many businesses make the claim that their people,[object Object],are their most important asset – overlooking the importance of integrating them into the company successfully often tells a different story.,[object Object],Simply Communicating,[object Object]
On-Boarding,[object Object],[object Object]
 Actively seek them out to find out how they’re doing –  AND – this point is critical ,[object Object],[object Object],(This last piece speaks to your culture - the safer you make it for new employees to speak the truth and ask questions – the more likely you are to have them stay and work productively.),[object Object],Simply Communicating,[object Object]
On-Boarding,[object Object],If you can integrate your employees into your organization effectively:,[object Object],[object Object]
 You will have employees that do what they were hired to do because they understand their roles

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New employee orientations