Last week I worked with an HR team to explore how generational identities impact people practices.\u00a0 Specifically, we spent time exploring how their current orientation process could be enhanced to better tap into the values, expectations and behaviours of a multigenerational workforce. Our discussion included understanding how to create a process that will best leverage managers and team members to create a great experience for new hires.<\/p>\n
Some organizations do it better than others, but regardless if it is a formal process or ad hoc, every employee goes through some form of orientation when they join a new company.\u00a0 The key question is; is your current process effective?<\/p>\n
The goal of an effective orientation program is to:<\/p>\n
To achieve these goals, your orientation process will need to incorporate a number of different types of activities.\u00a0 Ideally, they will be scheduled over a few days or weeks and will be clearly outlined for everyone involved.\u00a0 Our clients who have been most successful have designed tools that support both managers and employees in completing the following activities:<\/p>\n
As a manager or HR leader, your role during the orientation process is to act as a friendly host.\u00a0 Think of the experience the same way you would if you were planning an event for your friends, family or clients.\u00a0 Ask yourself:<\/p>\n
If we view the orientation process as an important event that we are hosting, we will apply the same principles of graciousness, appreciation, formality, excitement and professionalism as we would when hosting a client or personal event.\u00a0 This approach ensures that new employees feels welcomed and they can quickly and effectively integrate into the team.<\/p>\n
Keep in mind when evaluating your current process, that the different generations will have different expectations of your orientation process, in particular Gen Xers and Gen Ys.\u00a0 While Traditionalists and Baby Boomers were accustomed to a less formal orientation experience, Gen Xers want to have a clear understanding up-front of how the promises that were made during the recruitment process are going to come true.\u00a0 They will want to review the programs (flex time, performance management, rewards, learning, etc) to ensure alignment with their expectations.\u00a0 They will also want to ensure all performance expectations are objectively set and agreed upon.<\/p>\n
Gen Ys will expect a highly personalized experience.\u00a0 They will be seeking an understanding of how their role will impact the big picture \u2013 at a team, department, organizational level \u2013 and how they will be able to contribute right away.\u00a0 Given this generation\u2019s desire for collaboration, it will be important to help them quickly join team events, cross functional groups, and leverage your technology to connect with others in the organization.<\/p>\n
Understanding what engages the different generations is the first step. Being able to enhance your process to ensure it meets all employee expectations will help you be more successful in hosting a great orientation \u2018event\u2019 that achieves your goals.<\/p>\n","protected":false},"excerpt":{"rendered":"
Different Generations and the Orientation Process Last week I worked with an HR team to explore how generational identities impact people practices.\u00a0 Specifically, we spent time exploring how their current orientation process could be enhanced to better tap into the … Continue reading