-          increased employee retention, encourages employees to stay longer

-          improved employee morale and workplace satisfaction

-          improved relationships with employees

-          enhanced communication between employees and managers

-          increased ability of new employees to make meaningful contributions more quickly

Small businesses often don’t have the resources or need for an elaborate orientation program however that doesn’t mean that they shouldn’t at least have a basic program in place to set their new employees up for success. Here are a few tips to get you started:

Before the employee’s 1^st day:

-          Employment Agreement – All new employees should sign an employment agreement (contract) outlining the details of the offered position

-          Announce the hire - Let other employees know who the new employee is, when he/she will be starting and what his/her position will be so that they can welcome them to the team

-          Set employee expectations - Let new employee know what to expect on the first day of work and during their training. Will it be a full or partial days? Will they be expected to actively contribute or observe/shadow another employee? Should they bring any personal protective equipment (ie. steel toe safety shoes) or a lunch? Where they should park their car, etc. Doing so will help reduce the anxiety of starting a new job

-          Prepare a training program. Don’t wait until the employee shows up for work to decide how they will be trained

-          Prepare work area. Order uniforms, name tags, business cards, set up computer and ID accesses, clear a desk, etc. This lets new employees know that they are valued and that you are organized and prepared for their arrival

1^st day of work:

-          Sign on – The new employee should meet with his/her direct manager or Human Resources representative to review and sign all appropriate employment documentation (tax forms, confidentiality agreements, personal information/emergency contact forms, etc.), review rules and policies and the employee handbook

-          Introductions – Introduce the new employee to the rest of the team and provide an overview of everyone’s title and area(s) of responsibility

-          Tour – Provide a tour of their new workspace and other areas of the business

-          Training – Start the training program that was prepared prior to their first day

-          Social – Get to know them. Take them to lunch or encourage team members to invite new employees to join them for lunch or breaks

-          Questions –The first few days on a job can be overwhelming. Encouraging questions during the first day and on an ongoing basis

Ongoing:

-          Follow up – Check in with the new employee periodically. Ask how they are enjoying the job, team and the work. Listen to their answers and follow up on requests, ideas and concerns. This fosters relationship building and encourages open and ongoing communication.

-          Evaluate performance – Provide ongoing feedback on the new employee’s performance in addition to a formal 90 day evaluation upon completion of the probationary period.