Let the Training Commence: Onboarding and Orientation

Yes, I am a lifelong learner. Cliché, yet true. Within each chapter in my life, I have attempted

to accept opportunities to become certified within that area or even any training that is offered. My friends have even said, “Jennifer, are you working on another certification?”

Helping others continue their growth is also a passion of mine. It would be amazing if I was able to review my workweek and identify how I was able to coordinate, facilitate, schedule or encourage others to take training to expand their horizons or even maintain their current certifications. In 2018, I was given this amazing opportunity.

Our department was ready to develop a Training Program. The ultimate goal was for this program to provide the full Employee Training Life Cycle experience.

Step One: Orientation

The beginning of the Employee Training Life Cycle starts with Orientation. Or does it? Wait, what is Onboarding? Are they synonymous?

These thoughts ran through my mind as the first goal for the Training Program was to introduce our new employees to the culture of our department. I set up a Task Force with representatives from different areas to help give their thoughts and ideas on what to include. We met for more than 9 months to benchmark, review and hash out what all needed to be addressed. Along the way, we discovered the difference between Orientation and Onboarding.

One simple example is explained by Insperity. Insperity has lots of helpful articles on Human Resources and training. This one in particular gets into the Onboarding and Orientation difference.

Orientation: A one-time event welcoming them to your company.

Onboarding: A series of events (including orientation) that helps them understand how to be successful in their day-to-day job and how their work contributes to the overall business.

Knowing these definitions helped shape how we moved forward with the first step of our Training Program. We put together a three hour orientation for our new hires to attend after they attended the all-day Central Human Resources Orientation (not on the same day!).

It was important for them to understand the mission, vision and values we had established. We wanted them to know the leaders of the organization along with all of the responsibilities the department held. Showing the connection of our department to the larger organizational structure was another key aspect.

Did you know that a well-facilitated Orientation can help decrease turnover?

A Bersin by Deloitte study shows that without the right new hire orientation, you can lose 4% of your employees in the first month, and worse, about 22% before the first 90 days.

The Freshteam Blog gives great ideas on how to make an orientation above the rest. Although we have not incorporated all of these ideas yet, they describe great ways to enhance orientation and make it more about the interests of the new employees.

We do a good job on the first suggestion with the swag. I purchase sustainable items including a reusable bag, a reusable water bottle, a hot beverage mug, and a stress ball. Instead of simply handing them the items and saying, ”Here.” I take the time to go through each item, how it is sustainable and showcase the purpose phrase printed on them. Of course, I add the fact that we never cause stress when I explain the stress ball but we understand their personal lives might have stress. That comment always gets a laugh!

I am happy that our orientation has a few of the ideas listed in the article from LinkedIn. At the beginning of our orientation, we have a time included where one of our Senior Leaders welcomes our new hires and leaves room for a Q&A session. We also introduce a few of the continuing education opportunities mentioned in #7.

Orientation is just the first small step in the Employee Training Program Life Cycle. We will explore even more on Onboarding in the next blog which goes well beyond the one-time introduction event.