Rex Castel, Senior VP of Human Resources of State National Bank of Lubbock, articulated a fairly common new employee orientation experience:
“You come in and sit down in monumentally uncomfortable chairs and are bombarded with papers, rules, policies … you know those ‘this is how you get fired’ sort of comments. If it’s a big employer and a big group of new hires, someone stands in front of a PowerPoint slide show and reads the slides to you.”
(Lee, 2006, p. 2)
These mistakes cost organizations increased turnover, decreased engagement, and a reduction in organizational pride. (1)
Orientations should cover:
- General policies and procedures
- Job descriptions, tasks, and expectations
- Organizational culture and values
- General policies and procedures (2)
However, organizations that treat the dissemination of this content like an information dump do not create successful experiences with their new employees. (3)
What has been your experience with new employee orientations?
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1. Lee, D. (2006) Successful Onboarding: How to get your new employees started off right. Bar Mills, ME: SkillRoad Technology. Retrieved July 2009, from http:// humannatureatwork.com/SuccessfulOnboarding.pdf.
2. Truesdell, W. (1998). New employee orientation: Starting off on the right foot. The Management Advantage, Inc. retrieved August 6, 2010, from http://www.management advantage. com/products/free-ee2.htm.
3. Buckner-Hayden, Gia, “The Impact of an Onboarding Program on Employee Outcomes at the Community Mental: Did the Organization Benefit from an Enhanced Workforce?” (2012). Ed.D Dissertation.Paper43. http://digitalcommons.olivet.edu/edd_diss/43.
