Orientation programs are meant to integrate new hires and get them inspired to go the extra mile for the organization. When organizations take their eye of this important phase of employee experience, it can lead to poor downstream outcomes such as lesser engagement, lower productivity and reduced performance. How can organizations intervene and spot the signs? Here are a few pointers to identity gaps in an organization’s on-boarding experience and make amends.
– The program doesn’t inspire: When the orientation exercise is a tick in the box, it shows. There is lack of energy and the enthusiasm by presenters is less than optimal. Also, when the program doesn’t tell you ‘why’ you made the right choice in joining the firm or how different is the organization you joined, it is an alarming sign.
– Leaders aren’t available to meet you: The inability of leaders to show up for something as important as your first at work means there is a serious lapse of attention to the key asset of the company – people. Leaders are busy but that doesn’t take away responsibility from being present either via telephone or a video conference or an audio bridge to say hello and welcome new joiners. It isn’t about ‘some’ leaders showing up, the key leaders (CEO, business heads etc) must make their presence felt.
– Lackluster introduction to the workplace: The first few days or even the first few hours matters for new joiners. When they are trying to make sense of the surroundings and the new faces they meet, it helps to streamline processes and improve opportunities to connect. If the expectation is for new hires to ‘figure out things’ or ‘swim with the tide’ that shows a lack of respect for individuals. Ideally, having a buddy or a mentor meet and show you around helps immensely.
– Organization keeps you in the dark about changes: During the first few days and weeks, there is a lot of paperwork, processes and systems to get sorted out for new employees.Not everything is expected to be smooth and error-free. However, what will be appreciated if key changes are communicated well in advance. From the time to join to the role you play in the orientation program, all information and changes needs to be well articulated.
– Your feedback is not sought: When you are new to an organization, you will spot a lot more than others and have a lot of new ideas on how the program can be done better. Not all your ideas can be taken into consideration although merely listening to you is enough to show you care. There is also a greater chance that the program will improve if feedback is taken promptly for each session and shared with presenters.Employees form opinions quickly and that has a cascading effect on how they talk about the brand with their network. Internal communications plays an important role in the success of such initiatives. From crafting suitable messages that keep new hires ‘warm’ to designing creative content to inspire and reinforce the brand story. Helping review the content used during the orientation program, making it consistent and suggestion better ways to bring the connection to life are other ways to breathe new life into an initiative which is losing steam.Your thoughts? Please share them here.Please look up similar articles on my website www.intraskope.com and my Linkedin page