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Hub You - Employee Orientation: Get New Hires Off To a Great Start
The most important ingredients to successfully manage change in an organization are: executive sponsorship, effective communication, and accountability. All of these are direct responsibilities of management. Thus, unsuccessful change initiatives a
Develop a video.
Have it present what the organization does, the customers or clients, and the employees who make it happen. This personalizes the company and helps new hires become more quickly committed.
Go
Moving from a branch manager role into an area manager position for the first time is certainly challenging. One moment they are managing a team of about 10 to 20 people, the next moment they are managing an area team of over 200 employees.A
Celebrate the new hire’s arrival.
How come when an employee leaves, there’s a party, but when she arrives, there is nothing to mark the occasion? Welcome new employees on day one and make them feel part of the team.
Give the person a buddy.
Don’t make them feel like strangers. Ask someone, who will be working with the new hire, to show him around and teach him the ropes.
Get them up to speed fast.
Many new hires encounter delays and frustrations in getting the tools and training they need to be productive. Make sure they have their passwords, telephone numbers, emails, computer, etc. from day one.
Let the person feel special.
Realize there is no substitute from a welcoming from the very top. If the CEO can’t spend a few minutes in person with new employees, they should at least send a welcome email or voice mail.
Develop a video.
Have it present what the organization does, the customers or clients, and the employees who make it happen. This personalizes the company and helps new hires become more quickly committed.
Go
In this day and age, small and big business owners alike, compete against each other to cut a niche in the marketing world. Aggressive advertising is one way companies put forth their business image to build awareness of their company’s name to the
How come when an employee leaves, there’s a party, but when she arrives, there is nothing to mark the occasion? Welcome new employees on day one and make them feel part of the team.
Give the person a buddy.
Don’t make them feel like strangers. Ask someone, who will be working with the new hire, to show him around and teach him the ropes.
Get them up to speed fast.
Many new hires encounter delays and frustrations in getting the tools and training they need to be productive. Make sure they have their passwords, telephone numbers, emails, computer, etc. from day one.
Let the person feel special.
Realize there is no substitute from a welcoming from the very top. If the CEO can’t spend a few minutes in person with new employees, they should at least send a welcome email or voice mail.
Develop a video.
Have it present what the organization does, the customers or clients, and the employees who make it happen. This personalizes the company and helps new hires become more quickly committed.
Go
The medical billing software company is a tough environment for everyone. However, it is probably the hardest on a support person for a variety of reasons. So when you're putting your company together, what do you look for in a support person? W
Get them up to speed fast.
Many new hires encounter delays and frustrations in getting the tools and training they need to be productive. Make sure they have their passwords, telephone numbers, emails, computer, etc. from day one.
Let the person feel special.
Realize there is no substitute from a welcoming from the very top. If the CEO can’t spend a few minutes in person with new employees, they should at least send a welcome email or voice mail.
Develop a video.
Have it present what the organization does, the customers or clients, and the employees who make it happen. This personalizes the company and helps new hires become more quickly committed.
Go
A job fair represents a good opportunity for job seekers to meet with the job offers in persons, meaning with the employing companies representatives. If you are looking for a job, a job fair is an event you shouldn’t miss. You will have the chance
Let the person feel special.
Realize there is no substitute from a welcoming from the very top. If the CEO can’t spend a few minutes in person with new employees, they should at least send a welcome email or voice mail.
Develop a video.
Have it present what the organization does, the customers or clients, and the employees who make it happen. This personalizes the company and helps new hires become more quickly committed.
Go
No, WYSIWYG is not a hairpiece with a bladder problem. It is an acronym for
"What you see is what you get." Nostalgia buffs will be pleasantly or unpleasantly reminded of Flip Wilson in drag as "Geraldine" strutting about proclaiming, "What you s
Develop a video.
Have it present what the organization does, the customers or clients, and the employees who make it happen. This personalizes the company and helps new hires become more quickly committed.
Go beyond the first day.
Don’t attempt to cram the employee orientation into only a few short hours. It should be spread out over their first 60-90 days. It is important for the employee to be able to absorb the information and not feel overwhelmed.
Make orientation fun
You can use a scavenger hunt; play a Jeopardy game, an off-site outing, etc. One CEO pretends he is a drill sergeant and has all new employees recite the company’s values statement. Put on your thinking cap and come up with creative ways to get your new hires on board.
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