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Patrick Wolf
March 6, 2002
(This is a critique based upon an article about orientations in the workplace)
They go on to list a number of areas where presenting a good orientation can be implemented. Involve upper management. Many large companies may have a prerecorded message from the CEO on videotape to show the new employees, welcoming them aboard the team. That may be fine for a large organization, but for a smaller or more localized company, they suggest having the CEO or someone representing them actually attend the gathering so there can be interactive communication between all parties involved. The article states that when senior management takes part in the orientation, it makes it that more powerful. Another suggestion for a powerful orientation is to “Spice It Up”. By this, they mean to turn parts of the orientation that would be considered “less than exciting” and turn it into a game. This can be done by incorporating quizzes, puzzles, or music into the orientation to liven things up a bit. Finally, there should be some sort of follow up meeting to gauge how the employee surveyed the orientation. What did they think of it? Was it beneficial? What could be done to better enhance the program? After a few months on the job, the new employee will undoubtedly find a colleague they can start asking questions to. This is also a good sign. First off, the employee has decided to stay with the company, and secondly, they are more interested in the company and by asking questions that just reinforces their commitment. One notion the article emphasizes is that companies need to create their own orientation style to more effectively communicate information to the new employees. Just because an extravagant presentation with all the bells and whistles works for one company, doesn’t necessarily mean it will work for another.
While I do see the need for new hire orientations, I find them to be a little extraneous and honestly…a bit silly. I’d give this article a “C” for Clueless. I believe the piece misses the boat entirely, because I have yet to meet anyone who has said to me how much they enjoyed orientation or because of it, they have a better impression of the company and are better workers. No, they go to it because they have to, and they do their job regardless. Maybe the only people who get a charge out of these meetings are the bubbly folks in Human Resources. Having personally participated in the “Spice It Up” variety by playing card games, having a quiz show, getting to know your neighbor, or watching motivational videotapes all day seems to be a misuse of resources. When it comes to filling out insurance forms and all the other pertinent paperwork; that is normally done outside of orientation. However, there were a few items covered in orientation that were important, but overall it consisted of a “touchy, feely, let’s be happy” session. I like my job, and I’m content in my job, but I’m not always as excited as the personnel are who conduct the orientation think I should be. I believe it all depends on what your job is, and what department inside the company you work for. Working in an IS Department, I can safely say that most employees there aren’t too concerned about what the company is, or is about. We just like playing with computers and tend to be a cynical bunch. On the other hand, someone in the Accounting Department who has worked in the healthcare industry before may enjoy specifically working in a healthcare related company.
Orientations are a necessary evil, and a majority of companies have them. Whether or not we like them is irrelevant. At least later on down the road, a disgruntled employee who was fired for something obviously covered in orientation can’t say they weren’t aware of the company’s policy. On a positive note, if the orientation is an all day affair, you may get a free lunch out of the deal.
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