One-on-one meetings to discuss work and provide constructive feedback. Mentoring to give new hires a key resource within the company who they can go to continuously for questions and feedback.
Hands-on training to learn how to use machines and equipment. In-person group training to train employees on soft skills like customer service, team-building, client management and coaching. Formal courses available through outside vendors on business and other topics. An orientation training checklist is helpful when you're taking new hires through the orientation process since it can remind you of tasks you need to complete and ensure nothing is overlooked.
Here's a template you can use as you create your own:. Help the new hire complete paperwork for HR, including:. Explain the terms of employment and have the new hire sign the following forms:. Review what a typical day looks like at the office, covering topics like:. Give the new hire a copy of the employee handbook and ask if they have any questions. Take the new hire on a tour of the office, showing them where each department is located and walking them through common areas, including the:.
Explain who the hire should go to when they need help with specific issues, such as the:. Give the new hire an overview of the communication and online channels including:. Here's an example of an orientation training checklist that you can refer to as you create one for yourself.
Give the new hire HR paperwork to complete, including:. When human resources presents an initial orientation that covers all the topics, supervisors and coworkers are less likely to have to take time out of their days to teach the employee about company policies, where everything is and how to work the necessary equipment.
When these items have already been covered, management and coworkers need only to help reinforce the concepts. Expectations should be clearly set and new employees should be excited about becoming productive members of the team. To map out the orientation process to get the maximum payoff, try following the steps below to get started:. From the time the new employee walks in the door, the focus should be on easing their anxiety.
Having an agenda outlined for the first few days will help the employee know what to expect. They should be escorted around the office to be introduced to everyone on their team, and their direct supervisors should have some one-on-one time with them, preferably an off-site lunch, where both parties can feel more at ease. New employees should be made aware of rules and policies right away to help them avoid the blunder of accidentally doing something embarrassing.
Basic topics to cover should include parking, signing in if applicable , breaks, etiquette and any other policies that are super important for every employee to follow. During their first week on the job, new employees should meet with their supervisor to have an in-depth discussion about job responsibilities and objectives.
The employee should be prepared to ask questions to gain a clear understanding of their expectations, tasks and priorities. Related: Documentation in the Workplace. Starting a new job is exciting. A buddy or mentor may be assigned to continue the process. Simply hiring and placing employees in jobs does not ensure their success. In fact, even tenured employees may need training, because of changes in the business environment.
Here are some changes that may signal that current employees need training:. Once managers decide that their employees need training, these managers need to develop clear training goals that outline anticipated results. These managers must also be able to clearly communicate these goals to employees. Keep in mind that training is only one response to a performance problem. During the orientation, focus on getting the most important tasks out of the way.
The first stage of the new hire orientation program takes place between the time your new team member signs an offer letter and arrives for their first day of work. This part of orientation is not just about paperwork — offering an online "pre-orientation" can give your new employee a head start. They will learn key information at their own pace and have time to absorb it, allowing them to focus on meaningful introductions during their first day.
Orientation checklist to complete before the first day created in Nuclino. To easily keep track of all the tasks you need to complete during this stage, you may want to create a checklist. Nuclino can be a great tool for this. It's a unified workspace where you can share and collaborate on documents , manage projects , onboard new employees , take meeting minutes , collaborate on documents , and more.
It works like a collective brain, allowing you to bring all your team's work together in one place and collaborate without the chaos of files and folders, context switching, or silos. Your checklist can be as short or as long as you need. It commonly includes the following tasks and activities:.
Send the new hire a welcome message , letting them know what to expect on their first day. Share with them your employee handbook or add them to your company's internal wiki or intranet portal.
Set up accounts in all the digital tools your new employee will need such as email, Slack, Zoom, Nuclino, and so on. Get everything ready for the big day — prepare the new hire's workstation , issue the necessary IDs and key cards. Making your new hire's first day go without a hitch is critical.
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