Who hasn’t felt the nervousness and apprehension from walking into an office for the first time – Day One of New Job? Unfamiliar territory, strange faces, and an overall feeling of trepidation in what lies ahead can cause some anxiety or stress.
It’s important for a company, too, to plan and aid their new hire. For both their benefits , it’s a wise decision.
Many companies, through Human Resource (HR) departments, offer a standard new hire orientation for new employees. This orientation is usually given first thing in the morning on the first day reporting on the job. Benefit packages, the company’s annual report, booklets covering any subsidiary site locations and contacts are distributed. In addition, the company’s organizational charts, holiday schedules, cafeteria hours, banking procedures, or any specialized on-site service is offered.
These orientations are a positive addition for the ‘new kid on the block’ to become familiar with the company’s rules, regulations, programs and benefits. And that’s just the company information!
Added to this, is the equipment Ms. Smith has to learn to do her job. It may be a different PC and software than what she is familiar with. Getting familiar with the voice-mail system, the fax system, duplication and office services and how and what procedures are required to utilize them. The Training department can set up programs to explain all the new equipment that the newcomer will be using.
Companies usually have standards regarding inside mail, outside mail, logos, forms, keeping logs or assigning cost center numbers and numerous other company requirements.
The big adjustment yet to be made will be the department in which he will be working. Chances are he has already met the manager who handled the interview along with some members of the department. An HR rep will probably guide him to the manager’s office or someone will come to HR to welcome him.
Once there, it’s up to the departmental manager how introductions to staff will commence. Some managers will bring him or her around personally and make introductions or leave that up to the supervisor. It is recommended that the manager or supervisor write a short memo (or email) that Mr. or Ms. Smith has joined the company, what department the new member will be working in, their title, immediate supervisor and a short summary of the function of the work they will be performing.
Another short paragraph is sometimes included giving some background on the new hire; for example, educational or degree(s), brief work experience and/or past titles, along with some personal aspect regarding family status, hobbies, and/or member associations. This letter should be sent to the department staff in the first few days of the new employee’s starting date and can foster a communication with co-workers.
It is not surprising, when someone is unhappy with their job, they sometimes stay where they are rather than deal with or cope with having to ‘start all over and learn a brand new company’s requirements and regulations’. These factors in addition to what responsibilities and tasks they will do!
We haven’t even addressed that – the function of the job and how the new hire learns it. Or what he does when he gets overwhelmed or can’t remember somebody’s name. And how to get back to his cubicle after a trip to a meeting. Or who the players are and if they are in his department or someone else’s. How does an employer address all these areas?
In my next article, I will list 5 steps a company can take to ensure a smooth transition for the newcomer including a “Buddy System’ devised to do just that.
Marie Coppola © Revised April 2015