How can you involve your team in the orientation process?

Effectively engaging your team in the orientation process involves fostering open communication and collaboration. Encourage team members to share insights, experiences, and questions during orientation sessions. Implement interactive activities that promote teamwork and mutual understanding. Create an inclusive environment where everyone feels valued and contributes to the discussion. By incorporating their input and addressing individual needs, you enhance team cohesion and ensure a smoother orientation experience.

In my experience, when we mixed in-person and online methods for training in our team, finding the right mix was really important. We had to balance meeting in person and using the internet. This way worked well for different ways people learn, giving flexibility but still keeping everyone involved. The hard part was fixing technical problems, but the result was a good mix of training that worked for everyone and kept people interested. Making sure people feel independent but also part of the team in a go-at-your-own-pace style needs careful planning to make sure everyone gets a good start.

Stepping into the future of onboarding! Picture a virtual reality welcoming new hires in the heart of company culture, revealing its core operations, like in the middle of the factory. AI chat serves as a real-time onboarding, guiding them through the policies and procedures and answering all their questions. Mobile apps grant easy access to training modules, making learning anytime, anywhere. Transform onboarding into an exciting adventure by gamifying the journey. Let data magic provide a personalized experience just for each one of them. Don't get me wrong! That's just the beginning. Next is to meet the onboarding buddy. #OnboardingRevolution #TechAdventure #EmployeeOnboarding

To involve your team in the orientation process, consider interactive activities, team-building exercises, and opportunities for new members to connect with existing team members. Encourage open communication, assign mentors, and provide resources to help new members integrate smoothly. Regular check-ins and feedback sessions can also foster a collaborative environment.

A escolha do modo de entrega para programas de orienta??o deve ser alinhada às características da equipe e aos objetivos do programa. Uma sugest?o é explorar modelos de orienta??o adaptáveis, combinando elementos de diferentes modos para otimizar a eficácia. Introduzir sess?es presenciais pontuais, por exemplo, pode promover intera??o personalizada, enquanto mantém a flexibilidade do formato online. Essa abordagem híbrida atende às preferências variadas da equipe, proporcionando uma experiência mais rica e equilibrada.

Assigning a buddy or mentor during team orientation is vital. It fosters integration, accelerates knowledge transfer, clarifies expectations, provides comfort and support, and enhances productivity. This support system ensures a smoother onboarding experience, helping new team members adapt quickly and feel more connected to the team.

It's important to deligate this responsibility to the one/ buddy/ mentor in the team who has a positive outlook and an attitude to help settle a new joiner in the organization and adopt to the culture.

In developing our sellers' onboarding programs, I meet individually with their buddy/mentor ahead of time. I involve them in developing the plan. I think we take for granted how our programs aren't a copy/paste with each new hire. Dynamics, processes, and markets change on a monthly basis. Being able to not only prep and involve, but also leverage their buddy's knowledge helps us actualize the onboarding program with each hire! Each time this past year I would engage the buddy in the planning process, they would provide such valuable insights!

?????Dans chaque mentor, il y a un architecte du succès.?? Une conviction partagée et étayée.? Rappelons-nous tous ces moments où comprendre les rouages internes semblait être un défi. Mon expérience a montré qu’un accès précoce à ces connaissances accélère l’efficacité et la productivité. Le mentor, devient donc, le point focal pour naviguer dans les ressources de l’entreprise. Un mentor efficace n’est pas seulement expérimenté, mais aussi empathique et capable de comprendre les besoins individuels. Je veille donc à choisir quelqu’un qui partage mes valeurs et celles de la société. ?La clé réside dans la création d’une connexion authentique.?? Investir dans ces relations construit une culture d’entreprise solide et encourageante. ????

Buddies und Mentoren sind extrem wichtig und wirksam um schnell eine Anbindung an und Integration in das neue Unternehmen zu schaffen. Ich würde sogar soweit gehen, dass jeder neue Mitarbeiter auch nacheinander von mehreren Mentoren profitieren soll und auch verschiedene Abteilungen und Perspektiven innerhalb des Unternehmens zu bekommen und das ganzheitliche und unternehmerische Denken zu f?rdern.

Everyone’s contribution can influence the welcoming, organized experience of the new employee. Collaboration should start with informing all parties involved in the onboarding process of the hire and their start date. This may seem obvious but at times hiring managers and or team members are not informed, and it breeds mayhem when trying to prepare. Unfortunately, disorganization and unpreparedness are felt by the new employee, which leaves much to be desired for their first impression. Weekly meetings and correspondences with the onboarding team, inclusive of the hiring manager, presenters, HR specialists, IT personnel etc. can prevent that. Using a check list can ensure all the necessary tasks are completed, and any pitfalls are resolved.

Implementar projetos ou iniciativas que envolvam a equipe em desafios significativos e de impacto. A realiza??o de projetos conjuntos n?o apenas facilita a integra??o dos novos membros, mas também promove um ambiente de aprendizado contínuo para todos. Além disso, estabelecer metas coletivas e mensuráveis proporciona um senso compartilhado de conquista, fortalecendo os la?os dentro da equipe. Ao criar oportunidades estruturadas para colabora??o em projetos, complementadas por iniciativas informais, como sess?es de networking ou eventos sociais, podemos potencializar a integra??o e a constru??o de relacionamentos no ambiente de trabalho.

Ensuring team engagement during orientation involves interactive introductions, a mentorship system for guidance (a buddy), purposeful team-building activities, transparent communication channels (open communication), comprehensive documentation, regular feedback sessions, and a celebratory atmosphere for milestones. I think creating a warm welcome for new employees is the first milestone in motivating your team. A happy first day sets the stage for a positive work experience and long-term engagement.

Something I have found to be beneficial is scheduling time for employees to meet, collaborate, even just chat with their peers/colleagues during their first few weeks. This is especially important in remote work so the new hires feel a sense of belonging. Getting the time to chat or pick a peers brain will allow them to learn what everyone is working on, good at, or ideas for the future!

I believe that introduction of new Members should be part of the Orientation process be it in a Office, Staff room or Workplace environment and should be at a professional level.

One great way to build a robust onboarding process is to solicit recommendations from those already in a similar role. These team members are great resources, as they are capable of communicating training they wish they had received that may have made their onboarding and transitional period a smoother process. Incorporating these suggestions into the onboarding process helps new employees with the learning and adjustment process and shortens the full onboarding timeframe.

1. Create a safe and open environment: Encourage everyone to share their thoughts without fear of judgment or reprisal. 2. Be specific with your request: Clearly state what you're seeking feedback on or the type of suggestions you need. 3. Use a platform for anonymous submissions: Consider using online tools that allow team members to provide input anonymously, ensuring honest responses. 4. Set clear expectations: Communicate deadlines for submitting feedback and let the team know how their input will be used. 5. Follow up and acknowledge contributions: Once you receive the feedback, thank your team members for their input and address any concerns or questions raised.

It’s all well and good having the process or system in place to receive feedback and suggestions but the key to create effective impact is accountability. What do you do with the feedback, who reads it, and what action is required to positively move the dial is where the true value of feedback is realised. Along with creating a culture of trust and transparent communication.

Além dos feedbacks dos padrinhos e dos demais membros da equipe sobre a integra??o do novo colaborador, é importante ouvir atentamente suas próprias percep??es acerca das experiências iniciais com a equipe, identificando possíveis lacunas no processo de integra??o, novas oportunidades de melhoria do onboarding, feedback sobre os membros mais colaborativos e receptivos e os nem tanto! Assim vamos construindo as bases de uma equipe mais coesa e colaborativa!

Crie uma cultura aberta à comunica??o, onde os membros da equipe se sintam à vontade para fornecer feedback. Realize sess?es regulares de feedback para avaliar o impacto do processo de orienta??o. Esteja disposto a fazer ajustes com base nas sugest?es recebidas.

At Mativ we built a school that embraces those we invest in by having our leaders serve has instructors. We are building relationships while we introduce our vision, history, and key touch points so the newest members of our team have a foundation to build on has they start their careers with us.

In onboarding new employees, the best way, in my opinion, to involve your team is to make them an internal part of the process. New hires want to hear and see other people than just that one HR person. Get all the main groups to participate and present on their area, how to work with them, engage with them, and so on. This supports the new hire as well as the groups participating.

The fun ! When involving the team in the orientation process, you can have existing team members act as buddies or mentors for new hires. This allows for a more personalized and supportive onboarding experience. You can also encourage team members to share their own experiences and insights during orientation sessions, creating a sense of relationships and fostering a positive team culture. Additionally, organizing group activities or team-building exercises can help new hires bond with their colleagues and feel more integrated into the team. It's all about making the orientation process collaborative and engaging for everyone involved!

In my experience, it has been great to have executive team members join orientation to introduce themselves and join in on sharing information. Our team members share what motivates them to join the company and how their role impacts the overall success of the company and human capital.

The major chunk of responsibility should always lie with the team lead to mentor the newcomers in the organization. The mode should be friendly and to begin with understanding the background ( past company, work culture and social background) from where one has joined and plan the process accordingly.