Best Practices for Structuring New Employee Orientation

The old adage remains true: “You only get one chance to make a first impression.” And when it comes to structuring new employee orientation, it’s especially applicable.

When a new employee joins an organization, they are typically eager to become a successful part of the team. What they experience in the first few days and weeks can make or break their future success.

New employee orientation helps the organization retain employees and maintain key talent. It’s an opportunity to start the new employees on the right foot, and a process that’s as beneficial for the organization as it is for the employees.

The Society of Human Resources Management (SHRM) reports that without a successful new employee orientation experience, half of new, senior-level employees leave within the first 18 months of being hired, and half of all hourly workers will leave their new jobs within the first four months. This is because a poor orientation experience may lead new employees to believe they made a mistake by taking the job.

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