登录查看更多内容

What feedback can you use to improve orientation sessions?

由人工智能和领英社区提供技术支持

Orientation sessions are an important part of the onboarding process for new employees. They help them learn about the organization, its culture, policies, and expectations, and introduce them to their colleagues and managers. However, orientation sessions can also be challenging to design and deliver effectively. How can you ensure that your orientation sessions are engaging, informative, and relevant for your new hires? One of the best ways to improve your orientation sessions is to collect and use feedback from different sources. In this article, we will discuss what feedback can you use to improve orientation sessions and how to implement it in your training and development strategy.

此文章中的业界达人

由社区从 5 条内容中精选。了解更多

Obaro Aziza

Talent Management Expert | L&D Strategist | HR Consultant | Project Management Leader | Driving Organizational Growth…
Allahverdi Baghirov

Global Executive Search I Leadership Consultant I Educator | Learning and Development Consultant

1 Feedback from new hires

The most direct and valuable feedback you can get is from the new hires themselves. They can tell you what they liked and disliked about the orientation sessions, what they learned and what they still need to know, and how they felt during and after the sessions. You can collect feedback from new hires using various methods, such as surveys, questionnaires, interviews, focus groups, or observation. The key is to ask specific, clear, and open-ended questions that elicit honest and constructive responses. You should also collect feedback at different stages of the orientation process, such as before, during, and after the sessions, to measure the changes in their knowledge, attitudes, and behaviors.

添加您的观点

Allahverdi Baghirov

Global Executive Search I Leadership Consultant I Educator | Learning and Development Consultant
举报内容
First of all organizations need to understand that the candidates they are hiring all have a story. Some of them have been unemployed for some time and they have family members, parents and friends who ask and wait to receive feedback about their new job. Sometimes on the first days of employment many of them get disappointed even some want to live. Imagine the feedback they give to their family and friends. In order not to be a disappointment organizations need to design effective Onboarding programs. This is sometimes care, attention and value. Open communication by the organization will improve the feedback giving and receiving process.

已翻译

赞
Obaro Aziza

Talent Management Expert | L&D Strategist | HR Consultant | Project Management Leader | Driving Organizational Growth Through People Development | CHRL | CTDP | PMP? | SPHRi
举报内容
Feedback from new hires is an invaluable tool for organizations to refine and optimize their orientation sessions. It not only contributes to the immediate improvement of onboarding experiences but also reflects a commitment to ongoing enhancement and employee satisfaction. From my experience, new hires are eager to contribute to the growth of the organization so they are willing to provide useful feedback about the orientation program and their experience during the recruitment process in general.

已翻译

赞

2 Feedback from managers

Another important source of feedback is the managers of the new hires. They can provide you with insights into how the new hires are performing and adapting to their roles, teams, and tasks after the orientation sessions. They can also give you suggestions on how to align the orientation sessions with the organizational goals, expectations, and culture. You can collect feedback from managers using methods such as interviews, meetings, performance reviews, or reports. The key is to communicate with them regularly and involve them in the planning and evaluation of the orientation sessions.

添加您的观点

Obaro Aziza

Talent Management Expert | L&D Strategist | HR Consultant | Project Management Leader | Driving Organizational Growth Through People Development | CHRL | CTDP | PMP? | SPHRi
举报内容
From my experience, hiring managers are a great source of feedback about new hires because they interface directly with them frequently. Managers can provide useful insights on how to design orientation sessions that fit the peculiar needs of their departments. I have realized that the involvement of managers in the orientation process makes transitioning easier for new hires.

已翻译

赞

3 Feedback from trainers

The trainers who deliver the orientation sessions can also offer you valuable feedback on how to improve them. They can share their observations, experiences, and challenges in facilitating the sessions, as well as their recommendations on how to enhance the content, delivery, and interaction of the sessions. You can collect feedback from trainers using methods such as debriefs, self-reports, peer reviews, or coaching. The key is to support them with adequate resources, training, and feedback mechanisms to help them improve their skills and confidence.

添加您的观点

Obaro Aziza

Talent Management Expert | L&D Strategist | HR Consultant | Project Management Leader | Driving Organizational Growth Through People Development | CHRL | CTDP | PMP? | SPHRi
举报内容
Trainers are a good and early source of feedback during orientation. They can start to identify positive traits in new hires from the get-go. I have also observed that new hires tend to give trainers specific feedback about the training content and delivery methodology. This feedback can be very useful for improvement in areas where there are gaps.

已翻译

赞

4 Feedback from peers

The peers of the new hires can also provide you with useful feedback on how to improve the orientation sessions. They can tell you how the new hires are integrating into the work environment, culture, and social network, as well as how they are collaborating and communicating with them. They can also give you feedback on how the orientation sessions have influenced their own perceptions, attitudes, and behaviors towards the organization and the new hires. You can collect feedback from peers using methods such as surveys, interviews, focus groups, or informal conversations. The key is to create a culture of feedback and trust among the employees and encourage them to share their opinions and experiences.

添加您的观点

5 Feedback from stakeholders

The stakeholders of the orientation sessions are the people who have an interest or influence in the outcomes and impacts of the sessions, such as senior leaders, clients, partners, or suppliers. They can provide you with feedback on how the orientation sessions have contributed to the strategic objectives, vision, and values of the organization, as well as how they have affected the external relationships and reputation of the organization. You can collect feedback from stakeholders using methods such as interviews, surveys, meetings, or reports. The key is to identify and engage with the relevant stakeholders and communicate the goals, benefits, and results of the orientation sessions.

添加您的观点

6 How to use feedback

Collecting feedback is not enough to improve your orientation sessions; you must analyze, interpret, and act on the feedback in a systematic and effective way. Review and summarize the feedback from different sources and methods and look for patterns, themes, and gaps. Then, compare the feedback with the objectives, expectations, and standards of the orientation sessions to identify strengths, weaknesses, opportunities, and threats. Prioritize the most relevant and feasible feedback to implement and create an action plan with specific goals and actions. Communicate the feedback and action plan to the relevant people and seek their support for implementation. Monitor progress and results of the action plan while adjusting it based on feedback and changing needs. Celebrate achievements and improvements of the orientation sessions, sharing the feedback and lessons learned with stakeholders.

添加您的观点

Obaro Aziza

Talent Management Expert | L&D Strategist | HR Consultant | Project Management Leader | Driving Organizational Growth Through People Development | CHRL | CTDP | PMP? | SPHRi
举报内容
Feedback is only useful if implemented. Collecting feedback from new hires and other stakeholders is just one part of the equation, what is important is the insights gained from the feedback and how they are implemented for improvement.

已翻译

赞

7 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?

添加您的观点

Training & Development

+ 关注

给文章评分

我们借助人工智能创建了此文章。您认为这篇文章怎么样？

很棒不太好

举报此文章

查看全部

What feedback can you use to improve orientation sessions?

1

2

3

4

5

6

7

1 Feedback from new hires

2 Feedback from managers

3 Feedback from trainers

4 Feedback from peers

5 Feedback from stakeholders

6 How to use feedback

7 Here’s what else to consider

Training & Development

给文章评分

感谢您的反馈

更多Training & Development相关文章

更多相关阅读内容

What feedback can you use to improve orientation sessions?

1

2

3

4

5

6

7

1 Feedback from new hires

2 Feedback from managers

3 Feedback from trainers

4 Feedback from peers

5 Feedback from stakeholders

6 How to use feedback

7 Here’s what else to consider

Training & Development

给文章评分

感谢您的反馈

查看其他技能