Building an Effective Employee Orientation Program

In a recent survey by AccounTemps, one-third of workers said their companies provided them no formal orientation program when they came on board.  Failing to provide this initial training, however, could be a missed opportunity for both employer and employee.  Eighty-seven percent of the respondents who did go through an orientation said the program effectively prepared them for success with their new firm. 

Following are tips for establishing orientation initiatives that both educate and build strong bonds with your newest accounting team members:

Remember the basics.  Ease a new hire’s first-day jitters by personally greeting the individual and giving him or her a tour of the office, while offering introductions to key colleagues.  Also, be sure to provide an up-to-date employee handbook and telephone directory.

Keep your message consistent.  The information conveyed during orientation sessions should closely mirror the ideas expressed during the recruitment process.  Pick up where the job interview left off by reinforcing your firm’s mission and core values.  Also, review job duties, set expectations, explain reporting lines and describe current accounting projects.

Create an agenda.  A well-organized orientation roadmap tells newcomers exactly what they can expect and shows them how your organization conducts business.  An agenda enables you to adhere to a schedule and sends the message your company values its employees and wants them to begin contributing as soon as possible.

Make it a team effort.  You don’t have to take the entire job of helping new staff acclimate to your workplace on your own shoulders.  In fact, it’s a good idea to include others in the process.  While you can address issues related to the accounting department, a human resources practitioner can better cover the intricacies of company policies and how to enroll in your benefits plan.  A motivational appearance by a company executive will add credibility and weight to group orientation sessions. 

Avoid data dumping.  Throwing too much information at employees too quickly can be overwhelming.  Give people ample opportunity to absorb what they’re learning by spacing out the process over several weeks.  What team members are experiencing on the job offers a context for orientation and training.

It takes time and resources to develop a top-notch orientation program.  But the benefits make it well worth the effort because your new accountants will learn and thrive from day one.