New hires are an expensive investment. And like most investments, there’s an element of risk involved. Despite good credentials, new employees are untested and untried. To help mitigate risks and ensure the greatest return on your investment, start new hires on the best footing with an employee orientation program.

The more employees know about the company, the better they will feel about their choice and the quicker they will fit in. Here are some suggestions for developing an employee orientation program:

• View the program as long term. An employee orientation program shouldn’t end after the initial presentation. Make sure there’s regular follow-up with new hires. As employees acclimate to the company’s culture, they will have more questions. Therefore, keep communications open. This also helps reassure new hires of the company’s commitment to them. An extended program shows that you understand initial awkwardness in a new environment and care about new hires’ adjustment.
  
  
• Make sure orientation involves the entire company (peers, administrative staff, the front office, management, and anyone else who might work with the new employees). Have a formal introduction process. In particular, make sure new hires meet everyone in their department. Have someone in the department take the new hire to lunch. Have others show the new hire how the phone and voicemail systems work, where to locate office supplies, etc.
  
  
• Have a buddy or sponsor system, in which a veteran employee helps the new hire become acquainted with the company’s culture and work ethic. This also gives the new hire someone to ask about things such as the company’s dress code, good places to have lunch, etc.
  
  
• Keep a checklist of things to cover during orientation. The list at right offers some suggestions. The company’s policy manual is a good place to start. Another good approach is to ask new hires to fill out a questionnaire about one month into their employment that identifies matters they would like clarified. This is also a good way to measure the program’s effectiveness and make sure you cover everything that’s relevant.

Suggestions for Orientation Checklist

• Conditions of employment
  
• Probation periods
  
• Company culture and history
  
• Employee benefits
  
• Opportunities for advancement
  
• Evaluation processes
  
• Payroll policies
  
• Employment administration (W2s, benefits enrollment forms, payroll processing forms)
  
• Company policies (sexual harassment, vacation, computer and Internet usage)
  
• What sets the company apart from others