Example of an Orientation Program for New Employees

New employees to your company can be welcomed with an orientation program that makes them feel at ease and like they’re a part of the team. The orientation program template will vary depending on the industry, the management style and the overall company culture. Your orientation program can provide employees with a proper introduction to your company, what’s expected and where they fit in to overall goals.

Orientation Outline and Facility Tour

New employees need to become acquainted with their new workplace immediately. Take them on a tour of the office, pointing out essential locations such as human resources, their manager’s office, bathrooms, break rooms, the printing area, technology support and the company eatery. You can use this time to explain the orientation program layout and what the employee can expect from the orientation process.

Introduction to Co-Workers

While touring the facility, you can introduce new employee to fellow co-workers. Schedule a formal meeting with the members of the direct team or department the employee will work in for more in-depth introductions.

Review Employee Handbook and Paperwork

An employee handbook contains a company’s rules and regulations, according to Score.org. It also covers information on company benefits, pay dates, paid-time off, lunch and other work breaks, state and federal employment laws and acts and more. Rather than read each page, highlight the most important sections and have the employee read it during his first week and contact you if he has additional questions. Provide the employee with a signature page that outlines that he has read and understands what’s outlined in the handbook.

Review Goals and Job Expectations

A new employee cannot achieve optimal levels of productivity and efficiency with a company if she’s not presented with his goals and how they fit with the overall needs of the company or her job expectations. This information should be discussed during new employee orientation, so that an employee can get clarification on any points she’s unsure of.

Provide Training and Shadowing

Although an employee may have experience in your industry, he still needs training to learn how your company, specifically, operates within the industry. Training can range from attending seminars, tackling computer-based programs or shadowing an employee who does the same or a similar job as the new employee.

Assign a Mentor

Arriving fresh-faced to a company isn’t always a comforting situation for employees, and many times, they seek an informal mentor to help guide them through their first couple of weeks with the company. Take the first step and assign new employees a mentor they can go to with questions or for encouragement.

Schedule a Lunch

Enjoying lunch with a select group of co-workers gives new employees a more relaxed way to meet colleagues and learn more about them and the company. While new hires are often introduced to co-workers in passing, you can arrange a lunch during their first week where a new hire can sit with his manager and high-performing members of the team he’s joining. Employees can share common interests, discuss the company culture and answer any questions the new employee has, all while enjoying a meal outside of the office.

Set an Evaluation Period

Employee evaluations benefit both employers and employees by giving each an opportunity to discuss how an employee is performing in his role and what he may need to be more successful. Evaluations also give employees an opportunity to give their employers feedback on their experiences with the company.

During orientation, inform employees about your company’s evaluation process so they’re aware of how their performance is reviewed. Rather than waiting a year to provide your initial feedback, set up a 30-, 60- or 90-day review period for new employees. This will give you a chance to see how they’re settling into their roles and responsibilities within the company before an annual review.