How do you update and revise your employee orientation to keep up with changing needs and expectations?

1 Assess your current orientation

Evaluating the strengths and weaknesses of your employee orientation is the first step in updating and revising it. To do this, you can collect feedback from new hires, their managers, and their mentors. Additionally, review the data on retention, engagement, and performance of your new employees. When assessing the orientation, consider how well it covers essential topics such as the company vision and mission, as well as its level of interactivity through presentations, videos, quizzes, and activities. Additionally, reflect on how relevant and timely the orientation is in regards to current realities and challenges in your industry, market, and customers. Lastly, evaluate how supportive and inclusive the orientation is in addressing the diverse needs and backgrounds of new hires in order to foster a sense of belonging and connection.

2 Identify the gaps and opportunities

The next step is to identify the gaps and opportunities in your current orientation. By analyzing the feedback and data collected, you can determine what should be added, removed, or modified. This may include incorporating new topics or modules that are important for your new hires, such as the latest trends, technologies, or best practices in your field. You may also remove outdated or redundant topics or modules that are no longer relevant or useful for your new hires. Additionally, you can modify existing topics or modules to make them more clear, concise, or engaging. For instance, you can use visuals, stories, or examples to illustrate your points. Finally, you may create different versions or tracks of your orientation to suit the different roles, levels, or locations of your new hires.

3 Implement and monitor the changes

The final step is to implement and monitor the changes you made to your employee orientation. This includes communicating the changes to stakeholders, such as HR, managers, mentors, and trainers. Explain the rationale and benefits of the changes and provide necessary resources and support. Additionally, test the changes with a pilot group of new hires before rolling them out to the rest of the organization. It is also important to measure the impact of the changes on your new hire outcomes, such as retention, engagement, and performance. Comparing results from metrics and methods used for assessing your current orientation can be beneficial. Ultimately, employee orientation is an ongoing process that requires feedback, evaluation, and improvement in order to meet changing needs and expectations for your organization and new hires.