Onboarding and orientation are two related but distinct processes that aim to welcome and integrate new employees into an organization. Here are some definitions and differences between them:
Orientation is the process of getting a new hire situated in their new workplace. It involves introducing them to their coworkers, their managers, and the organization in general. They are given a rundown of their new position and they also take the time to fill out any paperwork they’re required to file. Orientation usually takes the first few days and possibly even the first full week — of a new hire’s employment.
Onboarding is the process of ensuring that a new hire becomes fully integrated into the organization. While orientation includes a walking tour and a meet-and-greet, onboarding is a more rigorous process in which a new employee is able to dive into what makes their new company tick. During onboarding, the new employee learns about organizational values, company culture, and the goals they will be working with their colleagues to achieve. Another big distinction between orientation and onboarding is that onboarding is a far longer process. While a new hire should be properly oriented to the basics of their work within the first week, the onboarding process will take a minimum of three months and possibly up to a full year.
What is the difference between orientation and onboarding?
The main difference between orientation and onboarding is that orientation is a one-time event that covers the essential information and formalities of a new job, while onboarding is an ongoing process that helps a new employee adjust to their role, team, and organization. Orientation can be seen as a part of onboarding, but not vice versa. Onboarding is more comprehensive, personalized, and strategic than orientation.
What are the benefits of orientation and onboarding?
Effective orientation and onboarding can have various benefits for both the organization and the new employees. Some of them are:
Reduced turnover and increased retention: Orientation and onboarding can help new hires feel welcomed, valued, and supported in their new workplace. They can also help them understand their roles, expectations, and goals. This can increase their satisfaction, engagement, and commitment to the organization and reduce their likelihood of leaving within the first year or even the first few months.
Improved performance and productivity: Orientation and onboarding can help new hires acquire the necessary knowledge, skills, and tools to perform their tasks effectively and efficiently. They can also help them learn from their peers, managers, and mentors who can provide feedback, guidance, and support. This can increase their confidence, competence, and contribution to the organization’s objectives and outcomes.
Enhanced culture and alignment: Orientation and onboarding can help new hires assimilate into the organization’s culture and values. They can also help them align their personal goals with the organization’s vision and mission. This can foster a sense of belonging, identity, and purpose among the new hires and create a positive work environment that promotes collaboration, innovation, and learning.
Reduced costs and risks: Orientation and onboarding can help new hires avoid mistakes, errors, or accidents that can result from lack of information, training, or supervision. They can also help them comply with the organization’s policies, procedures, and regulations that can prevent legal or ethical issues. This can save the organization time, money, and resources that would otherwise be spent on fixing problems, resolving conflicts, or facing lawsuits.
What are few orientation and onboarding activities?
Orientation and onboarding activities are the tasks and exercises that help new employees learn about their new workplace, role, team, and organization. They can vary in format, duration, and content depending on the goals and needs of each situation. Here are some examples of orientation and onboarding activities:
Orientation trivia quiz: This is a fun way to test the new employees’ knowledge of the topics covered during orientation, such as company history, policies, procedures, culture, etc. You can create a list of trivia questions using a Google Form or an online tool like Weve and have the new employees answer them individually or in teams. You can also add some general trivia questions to make it more interesting and challenging.
Discussion topic shuffle: This is a great way to break the ice and get the new employees to interact with each other and their colleagues. You can set up a Zoom meeting and divide the participants into different breakout rooms based on themes or topics. For example, you can have rooms for hobbies, travel, movies, books, etc. The participants will have a few minutes to chat with each other in each room before shuffling to another one. This way, they can get to know each other better and find common interests or experiences.
New hire survival kit: This is a thoughtful way to welcome the new employees and provide them with some useful items for their new job. You can create a customized kit for each new employee based on their role, preferences, and personality. For example, you can include items like a company mug, a notebook, a pen, a snack, a water bottle, a stress ball, etc. You can also add some fun or personalized items like a welcome card, a sticker, a badge, a t-shirt, etc. You can send the kit to their home address or deliver it to them on their first day.
Buddy system: This is an effective way to pair up the new employees with experienced ones who can act as their mentors, guides, or friends. The buddies can help the new employees with any questions or issues they may have during their orientation and onboarding period. They can also introduce them to other team members, invite them to social events, give them feedback, and support them in their learning and development. The buddy system can foster a sense of belonging, trust, and collaboration among the new employees and their peers.
Virtual scavenger hunt: This is a fun way to familiarize the new employees with the company’s online tools, platforms, and resources. You can create a list of clues or tasks that lead the new employees to different websites or applications related to their work. For example, you can ask them to find the company’s mission statement on its website, sign up for an online training course on its learning management system (LMS), join a group chat on its communication tool (e.g., Slack), etc. You can make it more engaging by adding some challenges or rewards along the way.
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