A week ago, I wrote about a new and improved orientation program for incoming employees at my organization. The response to that post was unexpected, and amazing. Thank you to everyone who commented on the post or sent me an email or a LinkedIn message to wish me luck with the program and to hear more about how it turned out.
I’m happy to share our experience from our first session in two parts. Continue reading
“This is going to be very cool. I know I’m not a new employee, but I want to attend!”
I’ve heard a sentence very similar to this, many times, over the past month or so as my team and I have spoken with key leaders across our organization to gather information and completely overhaul our existing new employee orientation.
Following is a brief case study on what we did, why we went in this direction and how we put it all together. Continue reading
“I feel you’re getting defensive right now.”
Our team has spent the past two months living, breathing and eating this new employee orientation re-design and now you’re telling us that you don’t like it. Darn right I’m defensive!! And I’m not just defensive. I want to take my ball and go home and you all can keep your old, crappy new employee orientation!!
I didn’t say those words, but I certainly thought them. Continue reading
I spent some time over the weekend reading Built on Values: Creating an Enviable Culture that Outperforms the Competition (here’s a brief review).
Early in the book, Ann Rhoades describes an overhauled new employee orientation program at Loma Linda University Medical Center. Continue reading