Employee orientation, now referred to as onboarding is a human resource tool that may be repurposed to re-orient employees to their companies.


Onboarding is a systematic approach to integrate a new employee with the company. It is a process that is frequently overlooked or poorly executed. However, when onboarding is done effectively, employees become productive faster and voluntary turnover is lower. There is a great deal of evidence that onboarding increases employee engagement.


The process is designed to reduce stress of the new employee, familiarize the employee with the company’s culture, products, procedures and how their job functions contribute.


Watson Wyatt Worldwide tracked our nation’s cost cutting efforts since October 2008. Almost three-quarters of the employers have had layoffs; over 50% have frozen salaries and over 20% have reduced salaries. Since most companies are no longer the companies they were a year ago, consider re-orientation as a method to re- engage the employees.


Many companies who have downsized take the It is what it is approach to manage the change. Companies are recognizing the lucky employees who retained their positions are no longer acting grateful. The sense of relief has worn off. Stress and insecurity have crept back.


A re-orientation focused on the company’s new mission or direction may be one piece of the solution. Change affects people. People need to change how they think, before they genuinely change their behavior. To do this, people must believe in the value of the change.


People naturally resist change and especially resist change that is thrust upon them. Moreover, if there is a perceived inequity, resistance will increase. For the transformation to occur, there must be an aligned culture, behavior norms and operating principles. People need to share an understanding of the new way.


Leaders need to clarify the new vision, company values and culture for themselves. They need to see the vision and embrace it before expecting employees to accept it.


A re-orientation needs well-thought out objectives before it starts. Determining how the company will measure success is a good starting point. The purpose is to transfer the new vision to the employees and have them understand and accept the change.


Orientation sets the tone for how the new employee will react with their new environment and subsequently perform.


Key elements of the employee orientation can be used to transition the existing employee to the new company. The goal is to align the employees with the organizational change so they will embrace it and take responsibility for its success.

Transferable Elements of Onboarding

• Explain what the company is about; its products, its culture, its policies. Establish expectations for the company, supervisor and employee.
• Don’t rush the process and schedule follow-up sessions to respond to questions and concerns. Listen openly to questions and concerns.
• Do not misinterpret silence as acceptance. Often people who are overwhelmed, confused or unsure react with silence.
• Supervisors are given specific orientation and training responsibilities.
• Rather than dumping the responsibilities of a previous employee on to a lucky survivor; consider having the supervisor work with a small group of employees to clarify the position’s necessary duties or outcomes and incorporate them within the group.

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