Orientation vs. Onboarding and Creating Productive Employees

On Tuesday, we discussed "How to Recruit and Hire Z-Gens" by sharing valuable information about you, your company, and your culture. During our article, we highlighted two areas we would touch on today: Separating orientation vs. onboarding and transitioning younger employees from having a professor to a leader. Let's pick up where we left off and dive into it!

Orientation for New Hires

Working with businesses, we find many companies confuse orientation with onboarding.?Orientation involves all the processes of teaching individuals how to be your employees. This can include but is not limited to:

• Paperwork for direct deposit, insurance, or I-9, etc.
• Keeping track of time worked
• Meeting people in the organization and department teams
• Office /work-from-home hours and procedures
• PTO and sick leave policies
• Setting up a computer, email, and password access
• Reorganizing and decorating their office to their liking
• Programs needed for them to begin their work
• Where to put your lunch in the fridge

For other examples, ask us below or message us.

Z-Gens crave a well-organized orientation process that invites them to join the team and makes them feel welcome and cared for.

Onboarding New Employees

Onboarding?is not just about 'training' someone on their job in a few days. It's about providing?a clear list of tasks?on which?team members will train the new employee.??Effective onboarding?programs should range from 1-3 months to 6 - 9 months all the way up to 12 to 18 months and beyond,?depending on the role you expect the employee to fill.??Z-Gen?employees?thrive in cultures that?offer continuous training and development.?Remember, once?the training stops, so can the?buy-in?and the desire to stay with a company.

Transition from Student to Productive Employee

Gen Z employees are highly motivated individuals.?They are not your average workforce entrants. They are individuals who, if they go to college, don't do it half-heartedly.?They not only get a degree, but they tend to get one to two minors and go directly into a Master's program if they have the financial support. This means that once they enter the workforce, they have primarily been a student with more resources than imaginable.?This sets up companies with a big responsibility to make sure each new employee has the knowledge from college and knows how to implement it.?

Creating Productive Employees

This is where a carefully?mapped-out onboarding and training session with milestones, metrics, calendared dates, and more can help. It can engage and inspire these employees to transition from students to productive employees, bringing a whole new level of potential to your company.??

Please reach out if you would like more examples of hiring, recruiting, onboarding, and retaining Z-Gen.? We love assisting business owners and leaders to build a team for success!

Resources:

Visit our website: Generational Business Strategies (genbizstrategies.com)

Follow us on LinkedIn: https://www.dhirubhai.net/company/gen-biz-strategies/