According to a recent survey of nearly 500 full- or part-time workers by Menlo Park, Calif-based Robert Half International, one-third of workers said their employers offered no formal orientation program when they joined the company. This could be a missed opportunity—a large majority of respondents (87 percent) who received this type of training said it helped prepare them for success with the organization.

As part of the survey, workers were asked, “Did your current employer provide a formal orientation program when you joined the organization?” Sixty-three percent responded “yes,” while 33 percent answered “no” and 4 percent said they didn’t know (or they didn’t have an answer).

Respondents who answered “yes” also were asked, “How effective do you feel your company’s orientation program was in preparing you for success at your firm?” Here, 45 percent indicated their employer’s program was “very effective,” while 42 percent said it was “somewhat effective.” Just 8 percent responded that their company’s program was “not very effective” and 4 percent answered “not effective at all” (1 percent responded “don’t know”).

“An employee’s first days of work leave a lasting impression, and an orientation program helps staff acclimate more quickly and comfortably,” Max Messmer, chairman and CEO of Robert Half International and author of Human Resources Kit For Dummies, 2nd Edition, said in a release. “These programs also provide employers an opportunity to reinforce the firm’s values and set expectations.”

Messmer suggested the following tips for companies looking to introduce an effective orientation program:

• Remember the basics. Supervisors should give new hires a tour of the office, introduce them to their colleagues and explain security procedures.
• Invite senior management. An appearance by an executive or other company leader adds credibility and weight to the session. If this is not possible, a high-quality video or virtual appearance may suffice.
• Keep messaging consistent. The ideas conveyed in the orientation should reflect those expressed during the recruitment process and how the company presents itself externally.
• Develop an agenda. Providing an overview of the discussion lets employees know what they can expect and signals the importance the organization places on the program.

“To be effective, the orientation process must be an ongoing one,” added Messmer. “Managers should consider assigning new staff a mentor who can provide guidance and answer questions.”

Until next time!