In "Five Favorites," employees list their five favorite things in a set category, such as movies or animals. In "Two Truths and a Lie," employees take turns providing two personal facts and one statement that's untrue.
The rest of their team must vote on which statement is a lie. Read more: 42 Unique Team-Building Icebreakers. Once your employee becomes more familiar with their surroundings, you could launch a scavenger hunt. Test their independent navigation by asking them to collect some common items found in different parts of your office.
For example, they might need a tea bag from the break room, a business card from the front desk and a stapler from the supply closet. People often feel most comfortable around their loved ones, so inviting family members for a coffee break at the office during the orientation period is a great way to settle your new employee in.
It's also an excellent opportunity for you to get to know the people that matter most to your new hire. You can arrange for someone from your IT department to set up your new employee's computer and answer any questions they have. Make sure your new employee has a company email address and access to the Wi-Fi and all the programs they'll need to complete their work.
Check whether they're comfortable using the system and arrange for any training as required. Connecting new hires with their immediate managers on their first day can help them feel valued and more comfortable with the company's leadership. If you are a manager, consider setting aside 10 to 20 minutes to chat privately with your new employee.
If you are a senior staff member, arrange this meeting with the manager ahead of time. During the meeting, managers should get to know their new hire's history and reasons for accepting the position. They should also stress that the new employee is a valued member of the team. Many animal shelters bring rescue kittens and puppies to businesses for interactive sessions. An interactive session with these animals can help new hires feel more relaxed. Consider involving your whole team to strengthen bonds between your employees.
Modern businesses often have employees working at different locations, either at different branches or remotely. Video conferencing technology can bring all your employees together to help your new hire settle in. Organize a video conference call so your new employee can chat with any people they'll work with regularly that work outside the office. Video conferencing technology can also help people outside the office participate in orientation activities, such as the introduction circle and icebreaking games.
A team lunch is a great way for your new employee and the rest of the team to get to know one another in a relaxed, social setting.
You can bring caterers into your office or take your party offsite to a local restaurant. If you have a very large team, consider holding several lunches throughout the week so your new hire can get to know everyone.
Playing a sport, such as baseball or volleyball, can help your new employee start working as part of the team. These sports are great orientation activities, as all employees rely on one another for success.
The conversation may also happen easily when you're working together towards a common goal. They viewed new employees as part of their customer base and asked their customers what they wanted. Employees were asked what they wanted and needed from orientation.
They were also asked what they liked and didn't like about orientation. New employees were asked what they wanted to know about the organization. Additionally, the organization's senior managers were asked what they believed was important for employees to learn when joining the county payroll.
Using feedback collected from employees, Mecklenburg's HR training staff first realized that meeting employees' needs required more than a half day training session. Trusting employee feedback, the trainers crafted a one-day orientation that gave employees what they said they wanted and what senior management believed employees needed to know. Essentially, the orientation mix now includes the less exciting topics such as W-2s and various policies and procedures , but it also includes details that let the employee know something about the organization.
Need more on how to plan an employee orientation that's beneficial and fun? Human Resource professionals and line managers first need to consider key new employee orientation planning questions before implementing or revamping a current program.
These are the key questions to ask. Since first impressions are crucial, here are some tips for putting your best foot forward. Have some fun. Concentrate only on the very important topics of the handbook. Play some games—this can help people learn. Games include:.
Photo Match: after the tour. Each employee is provided photos of other employees and a list of names. The object is to match the name with the face. Signature Hunt: While employees are touring the facility, provide them with a piece of paper with the names of several associates they will be meeting. They are then asked to obtain the signatures of the people they meet.
The employee who obtains the most signatures from a variety of new coworkers gets a prize. Other games that pertain to what the employee learned during orientation are also effective assurances that orientation is successful.
An effective orientation program—or the lack of one—will make a significant difference in how quickly a new employee becomes productive and has other long-term impacts on your organization. The end of the first day, the end of the first week, the end of each day in your employment, is just as important as the beginning.
Help your employees feel that you want them to come back the next day, and the next, and the next. Actively scan device characteristics for identification. A supervisor or human resources professional should check in with new employees at predetermined points to make sure they are comfortable and succeeding at their job. These points are typically two weeks in, a month, two months. Each company can choose the intervals that work best for the circumstances.
These check-ins should touch on the following questions:. Do they understand the company and its role within the organization? Has communication with their managers been productive? What ideas do they have regarding employee development in the future? Was the job-specific training they received helpful?
Did it cover the right areas and was it worth the time and resources spent on them? Remember, the purpose of employee orientation is to provide basic information to prepare new employees to actively contribute to the organization.
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