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What are the most effective ways to evaluate feedback on your global new hire orientation program?

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You want your global new hire orientation program to be engaging, informative, and relevant for your diverse and distributed workforce. But how do you know if your program is effective and meets the needs and expectations of your new hires? Evaluating feedback is a crucial step in improving and refining your global orientation strategy. Here are some of the most effective ways to collect and analyze feedback on your global new hire orientation program.

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Jonas Ileka

People and Culture Manager at WWF | 4 Day Week Namibia
Karam Fadloun

Entrepreneur | HRM Expert | Professional Trainer | Headhunter | +18 Years of experience |+50 filled Posts per year |…

1 Use multiple methods and sources

Don't rely on a single method or source of feedback to assess your global orientation program. Instead, use a combination of quantitative and qualitative data from different perspectives and time points. For example, you can use surveys, interviews, focus groups, observations, assessments, and analytics to gather feedback from your new hires, their managers, their peers, and other stakeholders. You can also collect feedback before, during, and after the orientation program to measure the changes in knowledge, skills, attitudes, and behaviors.

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Jonas Ileka

People and Culture Manager at WWF | 4 Day Week Namibia
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While working in the Organisational Development and Learning section at the Namibia University of Science and Technology (NUST), I introduced check-ins with new hires. The check-ins were done after the first week and again after the first month. These check-ins served two primary purposes. Firstly, the check-ins offered support to new hires to assist them in settling in and resolving any challenges they might be experiencing. Secondly, the check-ins served as a valuable and practical source of feedback on the effectiveness of the orientation/onboarding program by highlighting possible shortcomings and/or strengths of the program. The feedback was used to continuously improve the program. I highly recommend this approach.

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2 Align feedback with learning objectives and outcomes

Your feedback should be aligned with the learning objectives and outcomes of your global orientation program. This means that you should ask questions that measure the extent to which your new hires have achieved the desired learning outcomes, such as understanding the company culture, values, and policies, developing the necessary skills and competencies, and building relationships and networks. You should also use feedback to identify the gaps and challenges that your new hires face and how you can address them in your future orientation programs.

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Karam Fadloun

Entrepreneur | HRM Expert | Professional Trainer | Headhunter | +18 Years of experience |+50 filled Posts per year | +1800 Training Hours in Europe & Middle east | SHRM-SCP | Founder of WeDo HR Agency
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From my own experience, I can give you two advices: First one: Customize the feedback for different regions and roles. Your global workforce is diverse, and your orientation program should reflect that. Tailor your feedback to the specific needs and preferences of your new hires in different countries and cultures, as well as their different functions and levels. Second one: Use a variety of data collection methods. There are many different ways to collect feedback from new hires, such as surveys, interviews, focus groups, and stay interviews. Use a variety of methods to get a more complete picture of their experiences.

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3 Customize feedback for different regions and roles

Your global new hire orientation program should be tailored to the specific needs and preferences of your different regions and roles. This means that your feedback should also be customized to reflect the diversity and uniqueness of your global workforce. For example, you can use different languages, formats, and channels to collect feedback from your new hires in different countries and cultures. You can also use different criteria and indicators to evaluate feedback from your new hires in different functions and levels.

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4 Use feedback to inform action and improvement

Collecting feedback is not enough. You also need to use feedback to inform action and improvement. This means that you should analyze and interpret the feedback data to identify the strengths and weaknesses of your global orientation program, the best practices and lessons learned, and the areas for improvement and innovation. You should also communicate and share the feedback results and recommendations with your relevant stakeholders, such as your senior leaders, HR team, managers, and trainers. You should also implement and monitor the changes and enhancements that you make to your global orientation program based on the feedback.

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5 Solicit feedback continuously and iteratively

Evaluating feedback on your global orientation program is not a one-time event. It is a continuous and iterative process that requires ongoing monitoring and adjustment. This means that you should solicit feedback regularly and frequently from your new hires and other sources to track their progress and satisfaction, to identify any emerging issues or opportunities, and to update and modify your global orientation program accordingly. You should also create a feedback culture that encourages and supports feedback exchange and learning among your global workforce.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What are the most effective ways to evaluate feedback on your global new hire orientation program?

1

2

3

4

5

6

1 Use multiple methods and sources

2 Align feedback with learning objectives and outcomes

3 Customize feedback for different regions and roles

4 Use feedback to inform action and improvement

5 Solicit feedback continuously and iteratively

6 Here’s what else to consider

Global Talent Acquisition

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What are the most effective ways to evaluate feedback on your global new hire orientation program?

1

2

3

4

5

6

1 Use multiple methods and sources

2 Align feedback with learning objectives and outcomes

3 Customize feedback for different regions and roles

4 Use feedback to inform action and improvement

5 Solicit feedback continuously and iteratively

6 Here’s what else to consider

Global Talent Acquisition

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