Do you remember the night before starting a new job? What was going through your mind? Do any of these comments (ripped straight from actual Tweets) resonate with you?
Then do you remember how you felt sitting through new hire orientation, listening to someone talk (or perhaps watching videos or even completing a series of elearning segments) about all the mandatory HR requirements (employee handbook, sexual harassment, OSHA, etc.)? Do any of these comments (again, from actual Tweets) resonate with you?
The importance of bringing new employees up to speed as quickly as possible on things such as organizational culture, company policies and their actual role cannot be understated. In The Lean Startup – a book about operating an organization as efficiently as possible – entrepreneur Eric Ries writes: “Without a [training] program, new employees will make mistakes while in their learning curve that will require assistance and intervention from other team members, slowing everyone down.”
What kind of content should go into new hire orientation? That will depend on your organization’s goals and objectives when it comes to new hire orientation. If you’re looking for suggestions, the MindTickle blog has phenomenal new hire orientation tips and strategies.
New hire orientation that doesn’t snuff out the excitement and enthusiasm that new hires feel on the night before they start their new jobs really boils down to two questions:
- Two months from now, will the new hire remember most of what was presented (and know where to go to find other information they may have forgotten)?
- Did the person designing the orientation respect the new hires enough to ensure they will be engaged throughout every topic that will be covered (ie: they will not be sitting as people or videos or computers bestow tons of forgettable information upon them)?
When your new hires begin tweeting something two hours into their first day, what do you think their 140 characters will say about your orientation program?
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