New employees are a sign that a company is experiencing expansion and needs more hands on deck to get things done. However, with new intakes comes more work because you will need to train and see to every employee’s well-being in your company.
Employee orientation is the first impression a business or company gets to give its new hires, and there might not be a second chance to do that; it is important to get employee orientation right.
Every company or business should have its unique employee orientation package. The content and quality of your company’s orientation package say a lot about your company to the new employee.
With the right orientation, you can set new employees on the path of productivity faster. Though employee orientation covers several things, here are some important things that should be included:
1. A clear welcome message
The first and what appears to be called ‘introduction’ in some orientation packages is the employee welcome message. Here, you’re expected to welcome the new employee and state how impressed the company is, and everyone in it is to have the new employee.
For an employee’s welcome message to be striking, it has to be personalized. You can start with the employee’s name and go on by congratulating them on their new employment in the company. End on a note of hope that the journey together will be a fruitful one.
An example of an employee’s welcome message can be:
“Hello Sam, we are glad to have you as a member of our team at ABC Enterprise. We are privileged to have you with us here. We have a functional HR department that will work with you and help you understand your role in the company. Don’t hesitate to ask any questions if the need arises. We hope to have a productive work experience together.”
2. A detailed employment contract
An employment contract should follow the welcome message in employee orientation. This contract is what establishes the employer-employee relationship. Usually, every company has a template of this contract in place, and the company’s legal department always prepares it.
The content of an employment contract should be in clear and detailed terms such that the employee can understand everything stated in it. It should not contain ambiguous terms or unfavorable clauses.
3. Access to the office
Imagine, as a new employee, you get into a company on your first day of work, and you don’t seem to have access to the building. Also, imagine trying to access the company’s portal as a remote worker and not having the right access. This will be a bad first start for the new employee that is not good for any business.
A comprehensive employee orientation plan should include access to the office and every other detail needed. Considering how confidential this access is for many businesses, it is also important for confidentiality to be stated.
4. Background of the business
Employee orientation is also expected to cover the background of the business. You don’t have to state everything about the business when giving a background of it.
Brief and detailed information will give new employees an idea of where the company is coming from and how it got where it is.
Usually, prospective employees do their research before sending in applications for a job opening. As such, it is believed that they have some understanding of the background of the business.
However, it is still essential for businesses to state this background during the orientation process to take away any doubt regarding the journey so far for the company.
5. Company policies and rules of engagement
Another vital aspect that should be covered in employee orientation is the company’s policies, value system, attitudes, and rules of engagement.
While two companies can offer similar products and services, the difference is always clear regarding policies, values, and attitudes. When hiring new employees, stating these values to them helps set them on the right path. It also means they can be held accountable should they go against the values.
Generally, this section always contains the vision and mission of the company first before the policies and rules of engagement. A firm understanding of how a company operates helps new hires to appreciate its visions and mission better.
It also helps them align to the policies and rules of engagement faster and better, leaving no room for any guesswork.
6. The organizational layout of the company
Then, there is also the place of the organizational layout of the company. Companies differ in structure as much as they do in the organization. New employees should know how many departments exist in a company and who the heads of these departments are for better communication.
If you have a company with IT, HR, finance, and marketing departments, the orientation package provided for new hires should state the structure of these departments from the most senior staff to the least person.
With a clear organizational structure, employees know who they should report to and how to respond to the company’s hierarchy.
7. Work tools and equipment
Finally, employee orientation should cover the necessary tools and equipment that an employee will need to carry out their daily tasks.
It is one thing to state the roles and responsibilities of a new employee in a company and provide them with the right tools and equipment.
Whether you’re preparing an orientation package for a physical or remote employee, you must outline the tools and equipment needed to facilitate various tasks. These tools highlighted are particular to your company alone; you should provide details on how they work for your new hires.
Employee orientation is the first and best chance every company has to create a good impression on their new employees. Companies that get employee orientation right are most likely to have very productive workers who can blend into the company’s mode of operation quickly.
A comprehensive employee orientation also helps to promote accountability as it takes away every trace of ignorance from the employer-employee relationship. Provided new hires know how things work in a business or company; they can be held accountable when they do not work in line with such standards.
If you’re a new company, we can help you manage and automate your HR, finance, legal, and marketing ops so that you don’t have to go it alone. If you have any questions or need assistance with your business structure, send us an email at firstname.lastname@example.org. We’ll do our best to help and get you moving in the right direction.
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