How to Give New Employees a Warm Welcome

Most employees decide whether to stay at their companies during the first six months at work. Unfortunately, not all companies put much effort into welcoming their new hires. Many hand them an employee manual and their computer passwords and send them off to their cubicles. Developing strong orientation and, later, “onboarding” programs can mean the difference between keeping great employees and losing them to a competitor.

Creating an Orientation Program

Current employees can provide excellent input to help you develop your orientation program. Not only will you garner valuable information, you’ll make them feel appreciated by including them in the process. Ask employees the following questions:

• Were they made to feel welcome when they started their jobs? What would they have appreciated the first day that they didn’t receive?
• Were they overwhelmed with names, faces, and information?
• Were they given a main contact for questions and support?
• Did they understand what was expected of them from day one?
• Were the company’s values and mission explained to them clearly?
• Were the dress code, hours, and procedures clearly explained?
• Did anyone show them the bathroom? How to work the coffee machine? The local lunch spot?
• What do they think should be included in a first-day orientation?

Once you’ve gathered this information, powwow with your human resources manager about measures you can take to improve the current process. What is your current process, and what measures do you think will create a better first impression and experience for new employees, making them want to stay?

Your orientation program should both welcome your new employees and make them feel useful right away. There’s nothing more demoralizing to a new hire than sitting in a cubicle for eight hours unsure of what to do or whom to ask for help. And you’re unlikely to spark much enthusiasm if you require them to watch mind-numbing training videos all day. Make their first day fun, informative, and personal. Incorporating the following strategies will help:

• Break up the necessary training and paperwork over the course of several days or even weeks.
• Give employees assignments related to their jobs the very first day. Often the first day is chaotic and unproductive. Providing new employees with something to focus on ensures they feel part of the routine immediately.
• Provide a cheat sheet with co-workers’ names, important phone numbers, and other pertinent information covered during the initial orientation.
• Assign new employees a “go-to” person who can serve as a mentor. New employees should be encouraged to ask the big questions (“Is this the correct way to do this task?”) as well as the little ones (“Um, where is the extra toilet paper?”).
• Ask other employees in the department to take new hires to lunch on the company’s dime. This puts everyone in a good mood and helps new employees get to know their colleagues.
• Have a short “welcome” party in the break room, complete with a sweet treat such as doughnuts, cookies, or cake.
• If possible, group new hires together so several start on the same day. This gives them an instant peer group.

As the business owner, you can’t head up all the welcoming activities. Once you’ve got a program in place, put your HR manager, department head, or other department employee in charge of making sure the first day goes well.

Continuing Education

Welcoming a new employee doesn’t stop at 5 p.m. on day one. Many companies stretch training and “onboarding,” an HR term referring to programs that last from four to six months.

Onboarding takes many forms. Some companies provide full-time classes in necessary skills for the first few months; others offer weekly coaching to help new employees integrate. Still others use online, self-paced training programs. The goal is to make sure the hiring is successful for the employee and the company, ensuring a strong, long-term relationship. 

The goal of both your orientation and your onboarding programs should be to help employees understand expectations, the company culture, their jobs, and how to succeed.