Manager's Employee Orientation Guide

Employers & New Hires

Employers and their new hires have the same objective. That is, for new employees to step in, learn and start contributing as soon as possible. Some employers have excellent plans and succeed at this. Many others don’t* and they miss a golden opportunity to,

  • Engage newcomers to impart key values and expectations to them early
  • Accelerate employee learning towards to faster success in the job

*Note-Think back to your “Day 1” in previous jobs. Did it motivate you or not?

Employee motivation and engagement are key contributors to performance and productivity, things all managers want. That path starts with a planned, sequenced orientation, that when communicated to newcomers,

  • Lowers their stress (so they can concentrate on learning and absorb it better)
  • Builds confidence in themselves (and that they know they chose the right employer),
  • Motivates them to learn. (Such early motivation is gold and pays off big.)

After Day 1, you want them to be able to say, “These people actually have a plan for me!”

To enhance learning employers need a plan, but also must recognize that,

  • Day 1 is mostly acclimatization and people absorb little when stressed (i.e. in a new job).
  • Better to focus on outlining initial steps they will follow, rather than overload them with details they can learn later.
  • Focus on forging the critical working relationship between them and their supervisor.

Set and communicate A, B and C Priorities


  1. Address those immediate “need to know” items in the first few days to get them started.
  2. Begin important basic learning steps on the job in the first week or so.
  3. Over time, introduce more complex tasks learning once the basics are known.

This places things into perspective and allows them to focus on your priorities.

Supervisors are busy, however, you have just become an important person to your new employee. Even if you have others to step in to teach and coach newcomers, you are still a key factor in their success.

To build success, you can,

  • Ensure new employees have a clear, written “getting started” plan,
  • Initially meet with them weekly to consult on progress and establish expectations,
  • Meet less often as you become satisfied with their progress but continue your “progress consultations” during the year so you are on the same wavelength.

Employees don’t need to be babysat, but those who have regular discussions with their supervisors have more confidence and clarity as to what is expected. They are more engaged, take more initiative and are more inclined to inform the supervisor of issues that may arise.

Note – Newcomers are seldom productive in the early days, so orientation accelerates their learning. Hopefully, you don’t need to “throw them to the wolves” too soon. If forced to do so, however, fit in some strategic “time outs” for them to breath and you to spend time with them.



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