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Build Employee Engagement from Day 1 with a New Hire Orientation

You’ve worked hard to recruit top-tier candidates — now you want to ensure that they actually become the caliber of employees your organization has grown to expect. Focusing on employee engagement from day one can help set the stage for successful, and long-term, employment. Engaged employees can mean 17 percent more productivity, percent more profitability, percent better customer ratings, and 41 percent less absenteeism at your organization. Set the stage for employee engagement by helping them hit the ground running with a new hire orientation.

Send a welcome letter

There’s no better time to begin building employee engagement than when the new hire first accepts your offer. Send them a new hire welcome letter to bridge the excitement from their offer acceptance to their first day. Tell them how excited you are to have them join the team, and share some information about your new hire orientation process so they know what to expect.

Get set up behind-the-scenes

Ensure the candidate is ready for their new hire orientation by getting everything set up for them behind-the-scenes. Get them a working computer and set up their email account so they can easily communicate with people in the office starting on their first day. Set up logins to important systems they will be using, particularly those they will need to access for training. Set up meetings with key stakeholders and add them to your new hire’s calendar so they know where they need to be, and when. Schedule in lunch with the team on their first day to give them a break.

Begin new hire orientation

Now you’re ready to begin your new hire orientation without a hitch. While some organizations have a brief orientation meeting and others have a weeklong immersive program, the best new hire orientations provide a rundown on the company history, product, customers, team, culture, and include a team building activity. This provides context to the new hire’s role, and gives them the background information they may need to effectively do their jobs. Depending on the role, you may also need to set aside time to train your new hires on processes and tools they will need to use in their day-to-day work.

Schedule regular check-ins with your new hire

Check in with your new hire during the first day and again after the first week to ask how things are going, and if they need anything. This opens the doors to effective communication so each employee feels valued and respected in the workplace. The hiring manager should continue regular check-ins throughout each of their team members’ employment to keep the doors to communication open. This is also a great time to set, and report on, goals and expectations so your employees always know what’s expected of them.

Conclusion

Hiring top talent isn’t enough. If they don’t succeed, they will be dubbed low quality hires and you will inevitably be back at starting block to replace them. Ensure their success by actively engaging them from the start with a new hire orientation. While each orientation process will vary by organization and role, they should be designed to help the new hire ease into their new position and hit the ground running with their first project. When new hires are set up for success, they are more likely to be engaged at work.