Succeeding at Work - The Adventure Begins: New Employee Orientation Training

(Winner Crystal Shooting Star and Cindy Awards for Best Video) What does it take to succeed at work? Do your employees know where your organization is going and how they fit in? Are they clear on how their success at work will be measured? Do they understand your organization's "culture" and core workplace values? How do you expect them to treat their colleagues? How should they treat their internal and external customers? Who is ultimately responsible for their success? Succeeding at Work - The Adventure Begins is intended to help new employees explore the behaviors and interpersonal skills that will be essential to their success. Employees will have a clearer idea of... their organization's mission, their performance objectives, their organization's core workplace values, policies on harassment and diversity, appearance and punctuality standards, respectful communications issues... customer service practices, and the need to take responsibility for their own success. Succeeding at Work - The Adventure Begins takes place aboard the Space Cruiser Success as it rockets through the galaxies. As the story unfolds, the crew learns valuable lessons about how they should treat each other, communicate with each other, serve their internal and external customers and value the diverse skills and backgrounds they each bring with them. Succeeding at Work - The Adventure Begins is entertaining and insightful. A great deal of information is covered in a relatively short time. We introduce a fascinating and diverse crew of humans and aliens, each with strengths and challenges that will look strangely familiar to us. The program is divided into modular segments making it easy to further explore the issues raised. Succeeding at Work - The Adventure Begins

New employee orientation is usually performed by the Human Resources department or the department in which the employee will work. The orientation process teaches the employee how to navigate the company's structure and learn how the company operates. Marketplace Positioning

New employee orientations spend a portion of time reviewing the company's history. After understanding where the company has come from, the employee is brought up to date on where the company is and where it is headed.
Structure

The new employee learns the company structure. He learns about the CEO, Board of Directors and different divisions or groups that the company operates.
Values and Code of Conduct

Each company has a core set of values and codes of conduct by which they operate. The values may be community service, diversity, respect for others and so forth. The values are meant to instill the company's standard operating procedures in the new employee.

Benefits

Although the participants in the new employee orientation program may have different benefit packages, the employee orientation typically reviews the general benefits available to all employees.
Information Systems

Companies often have computer systems that are used across the enterprise such as annual review systems or time clocks. The new employee orientation provides an opportunity for training on the company-wide systems.
Networking

New employee orientation also helps new employees meet. The orientation allows for introductions and the breaks throughout the day allow for networking.

New Employee Orientation: Starting Off On The Right Foot

William H. Truesdell 1998 The Management Advantage, Inc.

Remember your first day of school when you were just a youngster? It was a bit frightening, if you were like most kids. Lots of new people and a completely different environment. You weren't quite sure how you would be accepted. New employees feel much the same way. They are coming into a new environment, meeting new people, and are not sure how they will be accepted. Employers can ease the transition and take advantage of the opportunity to get the relationship off to a good start. Welcome your new employee. Smile, and tell them you are glad that they have come to work in your establishment. You

can make a big difference at this point. Show them around the facility, pointing out any important features along the way like emergency exits and hazardous areas, for example. Pretend you are showing a guest through your home. You want to make them feel comfortable and for them to relax as much as possible. Introduce them to people you meet along the way. Chances are your new worker won't be able to remember everyone's name when they are through with your tour, but you will at least have given other people the chance to learn who the new person is. As you introduce your new employee, explain what job they will be assigned and who they will be reporting to. This will help existing employees mentally fit the new person into what they know of your organization. Introduce your new employee to the supervisor they will be reporting to, if they haven't already met. Show them their work station and where to get any supplies they might need. Talk briefly about important contacts they will want to remember, such as the person responsible for ordering supplies, the payroll person and any others you feel are key to the operation. Prepare a checklist of subjects which should be reviewed with each new employee and then set aside the appropriate amount of time so that can be done. Let everyone else know that you are not to be interrupted while you are orienting your new worker. You will want to convey to the new person that they are the most important item on your agenda at the moment. Consider the following items for your New Employee Orientation Checklist:

Personnel file contents

Job application or resume Interview summary Reference check information Verification of any licenses or certifications required on this person's job (driver's license, teaching credential, broker's license, etc.)

Complete necessary paperwork

INS Form I-9, Employment Eligibility

Verification Employment agreement if you use them Receipt for their copy of your employee handbook W-4 Form for payroll withholding Personal data sheet so you will have the information necessary on emergency contacts, home address and telephone number, social security number, etc. Security or identification card information form Benefit coverage election and beneficiary designation forms for your benefit programs which provide immediate eligibility for all employees.

Explain the following practices and procedures you use in your organization:

Hours of work and attendance/tardiness policy Payroll periods, when paychecks are delivered and when first check will arrive Rates of pay Overtime rules Training or introductory employment period Employee benefits for which they are or may become eligible: o Medical insurance o Sick leave o Vacation o Personal leave, jury duty, holidays o Pension programs, savings programs and/or stock plans o Life, disability and accident

insurance Employee activities o Other benefits you offer and how much the employer will pay for each Advancement or promotion opportunities and procedures Employee suggestion plan Parking arrangements Union-related information if this person will be in a represented group
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Provide copies to the new employee of the following documents:

Employee handbook Safety plan Annual report Employee newsletter Letter explaining COBRA (Consolidated Omnibus Budget Reconciliation Act of 1988) governing continuation of benefits following payroll separation Direct payroll deposit request Employee benefit booklet explaining each of the organization's offered benefits

Show employee any marketing or informational materials which are used with your customers or clients. Play any video or audio tapes you have prepared for employees or customers that explain what your organization is all about. Explain your organization's mission and its philosophy of doing business. "The way we do things around here..." "We believe that our customers are..."

"Nothing is more important than..." During your orientation discussion with the new employee, you want to take the opportunity to stress "how we do things around here." This is the best time for you to create the attitude you want your workers to have in performing their jobs. Remember that you can set the tone for the remainder of their employment with you. Make it positive and stress the things which are truly important to your organization. And, give the employee opportunity to ask questions along the way. Be sure you show your new employee where the required employment posters are located. If it's in a lunch room/break room, take the opportunity to explain the rules for use of that part of your facility. Make a special point of reviewing the organization's policy regarding sexual harassment. If you have five or more employees you must provide a copy of your policy to each employee in writing to meet California requirements. Finally, if you are in one of the industries specified by California's Employment Development Department, be sure you file the required EDD notification for each new person you bring onto your payroll. How long should this process take? That depends on you and your organization. It will likely require an hour of your time at a minimum. It will be an hour which can clarify important information and avoid misunderstandings that could take you many hours to correct later on. An hour making people feel welcome, important and giving them the information they need to succeed in your organization is indeed an hour well spent.

From College to the Work World

What your Professors Didn't tell you!

By Chris Bardwell Congratulations on landing your first corporate position! If you've been lucky to have an internship or summer job while in college, you already have some insight into the world of work. But, in case you've had little exposure and experience to what happens in Corporate America welcome to your new reality one that will be quite different than your former life as a college student on campus. While your professors equipped you with the abilities and skills to get your college degree, navigating and learning the lessons of the corporate terrain will take some effort. At this point, I'm sure there are many questions running through your mind. Questions like: How do I make myself invaluable while avoiding common pitfalls faced by new hires? What can I do to increase my job security? How important is networking and attending company events? How important are my first three months and my first evaluation? What makes a "standout" employee? How do I make a good first impression on the job? How do I handle mistakes? What are the rules of dress and behavior now that I won't be on campus but in the work world? How do I deal with this major change in my life? To be successful as you gain career momentum in what will be just one steppingstone in your overall career journey of the next 30 to 40 years, you need to be aware of what to expect and what's expected of you as you get started. This article is designed to help prepare you for today's realities in the work world and how to survive uncharted territory. Here's what your professors didn't (and probably couldn't) tell you.
You and Your New Organization: What's Important

Welcome to your organization! Corporations are keenly concerned about their success and their people or as you will hear it referred to in the 21st century workplace jargon its "human capital." Companies spend a significant amount of money and resources on talent with the goal of being able to attract, motivate and retain individuals who can contribute to the organization's success and the creation of stockholder value. You are an important part of this equation. You were hired because you have a unique set of knowledge, skills, abilities and potential. You are there to help your organization accomplish its objectives.

You are joining your company at a time when dramatic changes are taking place. There's rapid technological change, globalization, market transformation, workforce diversity, changing U.S. demographics and a time when there are various generations present in the workplace. All of these cause major challenges to employees, managers and supervisors. The rapid change in technology alters how work is disseminated, and performed. Let's spend a few moments discussing generational issues. Although today's global workplace has a variety of generations working together, the workforce is predominantly made up of three generations: Baby Boomers (Boomers) born between 1946 and 1962, Generation X, (Gen-X) born between 1963 and 1981, and Generation Y, born between 1982 and the present. Generational differences are one of the most challenging diversity and leadership issues in organizations in the 21st century. Embracing generational differences in the workplace is beneficial because people with different perspectives always have the potential to bring alternate thoughts and ideas to problem solving, which provides future opportunities for the organization. Generational conflict can impact teams, employee morale, and productivity. Additionally, constant change in the physical workplace created a need to revise management styles, devise different ways to communicate and to recognize and value employees. Because of these corporate realities you will be more successful if you place your priorities on contributions, accomplishments, building relationships and creating value and recognizing how all of the areas mentioned above may impact you and how you do your job. You will want to start focusing on operating from your strengths while recognizing the importance of balancing life and work. You'll be introduced to people from diverse backgrounds and may work on a team of people with skills both similar and different from you own. Your success (or failure) will depend on how well you navigate your workplace. As you enter the work world you will be trading grades as a mark of success for corporate evaluations that will be in the form of performance reviews. Your manager will conduct these. You are trading the camaraderie of your "buds" at the student hangout and on your personal computer for coffee breaks and team meetings with your manager and new work colleagues. Also, say goodbye to rolling out of the bed and the house in jeans and a "wife beater" and feeling that you're dressed for the day. Your new work "uniform" will be "dress for success" which will be either professional attire or business casual depending on the rules of your new work setting and corporate culture. By now, you're getting the picture. You're going into a whole new world. But, it's one that you can conquer if you have adequate information and preparation.
Getting Off to a Good Start

Most companies offer new hire orientation programs. The purpose of new hire orientation

is to introduce you to the company. During your orientation you will meet members of the Human Resources staff and other new hires like yourself. You will be given information on policies and procedures. You will be introduced to the benefits package and asked to make your elections for coverage. You will also be provided information about the company through the employee handbook. This will be the source of much of the information you need about rules in your new organization. The handbook usually provides general information about your company's employment policies and other procedures that you will need to know. Study your handbook and become familiar with its contents. After your orientation you will be taken to your work unit and probably have a series of "newbie" activities designed to move you into the team and your assigned responsibilities. These activities are developed by your supervisor and will be things he or she feels are important during your introductory period (depending on your organization this could range from 90 days to 6 months or a year). Your manager's job is to lead you and the team. Managers are primarily concerned with strategic vision, analytical thinking and decisive judgment. That means your manager's work may be evaluated by how he or she creates an effective team and motivates and manages the work of his or her assigned work unit. It's important for you to become a valued team player and manage not only your work projects, but also your attitude and relationships with others especially your manager. Work closely with your manager and work collaboratively with others toward your team goals. This means that you will be open to providing and receiving ideas and contributing to the success of your department.
Accomplishments and Results Are the New Grades

Once you learn what's expected of you, try to make sure that you demonstrate confidence in your work. Plan and organize your work tasks. Your interpersonal skills (how you get along with others) and establishing and maintaining credibility will be important as you move along in your position. Performance reviews are a means companies use to formally document your work performance. It also can identify ways you can contribute to the organization's success and your own professional growth. The rating is prepared at the end of the appraisal period for performance over the entire period, including the assignment of a summary rating. There can also be interim ratings during which your manager provides you with feedback on your accomplishments during the period prior to the appraisal period. When you start your new position and learn how the evaluation process is administered (check your employee and book and consult with your manager), start to think about how you plan to perform your responsibilities and what "grade"/rating you would like to receive. Ask yourself how competent you plan to be? Do you want to receive a "Poor" or "Just Ok" rating? What would you like your rating to reflect "Good" or "Outstanding?" The main thing to keep in mind is that there will be a rating scale like the one listed or one that could range from a low of "Unacceptable, to Minimally Successful, Successful, Highly Successful to Outstanding." Strive to learn as much as you can about your job and tasks and perform them to the best of your ability

keeping in mind that you will be evaluated. Your future salary increases will be determined based on this rating. It's up to you to maximize the opportunity. We wish you much success in your endeavors.

Sunday, August 26, 2007

New Employee Orientation

As a new employee myself, I have had many opportunities to examine how the company I now lead welcomes new teammates. And after seven weeks...I am still waiting. It is safe to say that this is something that I need to fix. And consistent with my charge to put people issues front and center, it is definitely on my "get right on it list!"

I can only imagine how difficult it must be for teammates to join the company that I now lead. Whereas I have received briefings from each division and branch and have had opportunities to examine up close the missions that we perform, the customers and stakeholders that we work with, and the areas in which we have responsibility, I know that this introduction is not available for the rank and file. Instead it likely goes something like this: Here is your desk. Here are your keys. Here is your first project. Now get to work!

This is clearly one of those investments in people that has long term returns. Employees that are warmly welcomed, who understand where they fit in the organization, who see the big picture, and who have the important issues (parking, pay, vacation, benefits, health care, etc.) addressed early are more likely to remember that reception - and stick around.

Among other topics, new employee orientation should include discussions of the following:

- Organizational structure.

- Team values and vision.

- HR issues (pay, vacation, holiday schedule, benefits)

- Leader development opportunities, i.e. how to advance in the company.

- Briefings from key leaders in the organization.

I think it is critical that I personally be a part of these sessions. If I want my new teammates to understand my leadership philosophy, to embrace my vision, and to be as passionate about our future as I am, then who better to hear it from...than me? So I have cleared my calendar for the next new employee orientation session, coming up in a few weeks. I haven't quite figured out how I will brief myself as the "new employee"...but I'm sure it will be good! So how about you? What do you do to bring new teammates into the fold? New Employee Orientation is...Leader Business. Hooah!