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4 Steps to Structuring a Successful New Hire Orientation Program

4 Steps to Structuring a Successful New Hire Orientation Program

Hiring is expensive — why not aim to protect that investment early on? A successful onboarding process provides your new hire with the tools needed to make an impact, as well as saves the organization time and resources by extending their tenure with the company.

Century Group’s Instructional Design and Training Manager Kristen Casalenuovo shares four important topics for employers to cover in their company’s orientation program.

1. MAKE IT PERSONAL

Sure, you expect your new hire to know the basics of their specific position once they accept an offer. But employers should go one step further — giving employees an overview of the company’s mission, vision, values and how their individual role helps achieve those goals.

“Putting the new hire at the center of the company’s success can help propel a person’s productivity and better inform how they can be most impactful to a business’ bottom line,” Casalenuovo says.

2. INCLUDE KEY TEAM MEMBERS

Don’t just identify the leaders and key players that make up your company’s unique landscape — involve them in the onboarding process. Have the heads of the various departments come in to share what they do, Casalenuovo says. Introduce new hires to members outside their team. Not only will this help them learn the business’ structural wiring, but also encourages them to forge beneficial, unconventional working relationships.

3. DISCUSS COMPANY CULTURE AND NORMS

Company culture is a complex thing. Everything from dress code to frequently used terminology are elements that can help your new hire quickly learn and adapt to aspects of the culture. Don’t leave it at that, however. Clue them in to how employees typically engage with one another on a regular basis. Who do they report to when sharing project ideas? What is the goal and tone of company meetings? These are all areas that may take time for a new employee to grasp, but are crucial to the framework of a company’s individual culture.

4. ESTABLISH KEY PERFORMANCE GOALS

The tasks and responsibilities of a specific role are typically discussed during the candidate’s interview process. That doesn’t mean they shouldn’t be highlighted again once they officially sign on with the company.

“Make sure the new hire’s manager works with them to set measurable performance goals within the first week,” Casalenuovo says.

Things change. Perspectives differ. And it’s just better business to review expectations as part of your company’s orientation program, so everyone is on the same page from the start.

ABOUT “THE FIRST 90 DAYS: SET YOUR NEW HIRE UP FOR SUCCESS”

“The First 90 Days: Set Your New Hire Up for Success,” with concepts adapted from “The First 90 Days” by Michael D. Watkins, is a three-part series designed to help companies onboard their new hires for optimal success. Part 1 focused on the importance of helping your new hire establish productive working relationships. Be sure to look out for the final installment in the coming weeks.

dani villalobos4 Steps to Structuring a Successful New Hire Orientation Program