How can you make employee orientation more memorable?

Some of the below elements can surely help: Welcome new employees with a personalized message or gesture,Incorporate interactive activities, such as icebreakers, team-building exercises, or group discussions, to help new employees get to know their colleagues and feel more comfortable in their new space, stories about the company's history, culture, and value,pairing new employees with a "buddy" or mentor who can provide guidance,using visual aids such as videos, slideshows, or infographics always works;We can also Provide opportunities for new employees to ask questions and seek clarification,schedule follow-up activities or check-ins after orientation ;Seek feedback from new employees about their experiences

To be memorable, it has to make an impact on the new joinee. To make an impact, we must make them feel valued, noticed and appreciated for joining the organisation. Many times organisation take the opposite route and proudly mention to new joiners they are lucky to be selected. We need to pivot the focus from us (the company) to the potential value we see of them contributing to the company. Next, get the C-suites leaders to participate in at least one of the onboarding activities. Having them talking to the new joiners and even calling out their names is a sure fire way to impact the new joiners. Start them of in the right path and they will slay the dragons for you. Acknowledge them, motivate and recognise them from the beginning!

Creating a memorable employee onboarding experience can significantly impact a new hire's integration and engagement with your organization. Employee onboarding starts right after offer acceptance. A few ideas on starting with a warm welcome can include: -Send a personalized welcome package to their home, including company swag (e.g., t-shirts, mugs) and a handwritten note from the team or manager. -LinkedIn requests and messages from the team. -Set up a welcome email or video message from the CEO or department head, expressing excitement about the new hire joining the team. -Provide an "About Us" package with information on company culture, history, and values, alongside any necessary pre-orientation materials.

Crafting Unforgettable Employee Onboarding: - Warm Welcome: Kick off with a personalized welcome, buddy system, and a friendly introduction to the team. - Interactive Flair: Spice up the orientation with interactive sessions, games, and real-life scenarios for active engagement. - Essential Focus: Keep it concise. Concentrate on crucial info for a smoother assimilation into company culture and responsibilities. - Memorable Vibes: Inject fun elements like icebreakers, success stories, and team-building activities for a lasting and enjoyable experience. - Continuous Connection: Extend the onboarding beyond day one. Regular check-ins, mentor support, and recognition keep the journey vibrant. ??

Create a positive and inviting atmosphere by personally greeting new hires, expressing enthusiasm about their joining, and introducing them to key team members. This initial warm welcome sets a positive tone for the orientation, making it a memorable and inclusive experience for new team members.

You can make orientation more meaningful through a number of interactive methods that span past Day 1. 1. Have a menu of options for new employees that helps them learn about the company in different ways. 2. Gamify pieced of content that entices new employees to WANT to learn how their role contributes to the big picture goals. 3. Have a resource hub for employees they can reference (even Slack has the Canvas tool)!

A orienta??o realmente deve ser uma experiência de aprendizagem interativa e envolvente. A diversifica??o dos métodos de entrega de conteúdo, como vídeos, questionários, jogos, simula??es e estudos de caso, é fundamental para manter o envolvimento dos novos contratados. Incentivar a participa??o ativa e o feedback contribui para uma experiência mais personalizada e adaptada às necessidades individuais.

As a HR professional, I advocate for interactive orientations that incorporate movies, quizzes, games, simulations, case studies, and role plays. This actively engages new hires, resulting in improved information retention and application. Encouraging involvement and feedback creates a supportive environment. Scavenger hunts, for example, can introduce students to resources, while simulations can imitate real-world circumstances.

?? Simulations & Role-Plays: Incorporate AI-driven simulations that adapt to the user's responses, offering a personalized learning path. It mirrors real-life scenarios, boosting confidence and competence. ??Gamification: Introduce game elements like points, badges, and leaderboards in quizzes and activities. It taps into the psychological need for recognition and achievement, making learning fun and competitive. ?? Feedback & Adaptation: Use technology to gather immediate feedback during orientation. AI can analyze responses to tailor future content ?? Immersive Scavenger Hunts: Employ AR technology for interactive scavenger hunts. It encourages exploration and team collaboration, turning orientation into an adventure.

Ensuring onboarding is interactive and engaging is critical to early employee integration. For example, conduct a live Day 1 onboarding session with all new hires where you focus on the pertinent information they need to know and can help navigate the organization. Introduce them to important materials and where they can find information on the company, benefits, their role/team, etc. You can even gamify this with a fun scavenger hunt to help them learn how to navigate company handbook or online system like Confluence. Assign a new hire an onboarding buddy who will introduce them to others in the organization and be their go-to resource for the first 30 days or more!

Focusing on the essentials in orientation (and onboarding overall) starts with the fundamentals. Most new hires want to show up and add value within that first 90 days. This is also a critical time for them to get to know the company and know they made a good decision by joining. Ensure your essentials include: 1. Expectation setting “clarity is kindness” 2. Get to know the User Manual (employee & manager ways of working) 3. Have a solid feedback loop/system These will help new employees focus and feel connected to their new team, enhancing the orientation period and beyond.

I strongly believe in keeping orientation focused and succinct, so that new recruits feel empowered rather than overwhelmed. We should prioritize key subjects that are relevant to their work and our corporate culture. Providing clear, accessible resources is critical. For example, we can build user-friendly manuals that outline key policies and processes. It is critical to avoid jargon and instead provide accessible examples. For example, presenting a narrative about how a team reflects our company's vision can have a powerful impact on new hires, creating a true knowledge of our values. This method not only improves comprehension, but it also fosters a sense of connection and purpose from the start.

Having personal touch is key when it comes to onboarding initiatives. There are many ways to provide such personal touch: 1) Write them a personalised welcome message/letter using wet signature signed-off by the Senior Management 2) Get them to participate in the orientation activities by including ice-breakers games, pair them in team to run some trivia with prizes and etc 3) Invite them for a tea-session with the CEO where they get to interact with the top person over a cup of tea or coffee 4) Lastly, provide them with an art craftwork which they can do during as part of their onboarding activities and for them to keep as a souvenir to remember as they grow in the organisation.

Having a memorable experience will do wonders for the employee as they start their new position. Everyone will remember a joyous happy occasion and when they felt welcome and inspired. Having an experience that allows them to not only learn about the company but allows them to express their individuality will make it feel more welcoming to them and give them an opportunity to connect with team members and staff. My most memorable onboarding experience included a scavenger hunt where I was able to meet with different teams to gather information about the company and ultimately win a prize at the end. It was not only memorable but it allowed me to learn the company and meet new team members in a fun way.

A key part of enhancing the orientation process is follow-up. Setting check-ins with new hires AND their managers can track progress and measure effectiveness. Employees need to not only understand their roles but the integration of their hustle (productivity) AND their flow (wellbeing) in a new company. For example, if working in a startup environment, how has change management impacted the new hire within the first 30/60/90 days?

The first 90 days typically decide whether an employee will be successful and retained over time. Having clear benchmarks and check points will allow for continuous feedback from the employee and from other team members. Establish clear goals and training requirements over the first 3 months and evaluate again within the first 6 months. Address any areas of deficiency and ask for as much feedback as possible to ensure that if reinforcement is needed that it will be helpful to the employee in overcoming any challenges.

A great way to guide a new hire through their onboarding is providing them a clear 30/60/90 day plan. This template can be created by the People team, but updated with role specific expectations from the manager and team. This is a great way to bring clarity to their expectations and a way to guide regular check ins and follow ups whether it is with a team member or a manager, everyone can support an employee's onboarding. Additionally, it is important to give the new employee an opportunity to give feedback on how effective they felt the onboarding was by providing a new hire onboarding survey as well as a 90 day check in with a member of the People team.

Always be evolving the process and use adult learning theory as a guide. Frequent process cadence changes help the new hire maintain attention to your curriculum. Be interactive. Don’t just read slides. Mix in knowledge checks. Add a cartoon or trivia. Your audience is used to consuming information via short burst format like tik tok. Don’t fight it. Use it!

To ensure new joiner orientation is exceptional, prioritize personalized welcomes, comprehensive onboarding materials, interactive sessions, and clear job expectations. Implement buddy systems for support, provide hands-on training, and establish feedback mechanisms. Celebrate milestones, offer ongoing support, and solicit post-orientation feedback. These elements collectively foster a welcoming, informative, and engaging experience, facilitating the successful integration of new joiners into the organization.

From my perspective, co-creating the experience is key. We forget what it’s like to be new to an organization, so asking new hires about how their experience could have been more memorable is an important insight. Employee experience journey mapping is an impactful way to surface and capture these insights.

If you use an HRIS, leverage its capabilities to automate elements of the onboarding process that does not require the human touch. For example, often a new hire has various administrative tasks and compliance training assigned in the first 30 days. Newer HRIS systems have capabilities that allow you to automate these administrative tasks and reminders for the new hire, thereby allowing other steps in the process that are critical to be facilitated with the human touch that has more impact.

?? Elevate Employee Orientation! ?? - Warm Welcome: Personalized emails, welcome packages, and mentors create a positive first impression. - Interactive Learning: Utilize videos, quizzes, games, and simulations for an engaging experience. - Essentials Focus: Prioritize key information, policies, and cultural insights to prevent overwhelm. - Fun Elements: Incorporate humor, icebreakers, challenges, and success stories for a lively atmosphere. - Continuous Support: Follow up regularly, reinforce learning, and celebrate achievements for ongoing integration.