Every year, thousands of new hires enter the halls of their companies and are faced with the immediate need to learn new processes in order to be successful. Much of this is driven by the changes in technology and the industries in which they work. But one thing remains constant – the need to be oriented to the job and the tasks at hand. This is why a structured employee orientation should be the first step in long term success.

Benefits of orientation programs

Multiple workplace surveys have shown over and over again that orientation programs help employees and the organizations they work for in many ways. The benefits of an employee orientation plan include:

• Faster ramping up of skills for productivity on the job
• Better employee engagement and retention rates overall
• Increased focus on important company objectives from the start

These are just some of the many ways that an orientation can improve your recruitment and staffing efforts, and they pay off months and even years later. Why? When employees are prepared for the challenges of their jobs they have a solid foundation that supports success.

How can a company improve a current orientation model?

If your company already has an onboarding or orientation model, but it’s less than satisfactory now, there are many ways to improve this. Read on to learn how.

Orientation is about establishing the relationship with each employee

Instead of thinking that the orientation is just about the basics of introducing employees, think of this as a way of establishing a clear working relationship with them. This relationship includes certain expectations, processes, and resources that are unique to the organization. Make it a point to direct employees to the ways they can grow in their own careers as they support company goals.

The onboarding program needs to be consistent for all employees

Far too many companies make the mistake of putting a lose orientation model together and then hoping for the best. This is never a good idea. Instead, make the orientation consistent for all employees so they have the same basis from which to perform their new roles. Give the same information, and match each employee up with a mentor for ongoing support.

Make orientation about future performance goals

The orientation platform can be so much better when you make it about performance on the job, with future meetings to touch base and measure the employee’s efforts. Each manager should set a weekly meeting for the first 30 days on the job, with monthly performance reviews at 30 day intervals until the employee becomes proficient. It can take up to a year for any new hire to become great at their job,

Looking for support with your hiring initiatives?

Contact premier Atlanta staffing firm, Staffing Resources, for additional assistance with your hiring efforts in 2015.