So you’ve spent hours and hours crafting up some ultra-productive activities and exercises for your teams. You’ve got all of your office veterans on the same page and working in harmony.
But naturally, a bunch of new hires enter the workforce, and all you want is to get them feeling welcomed, relaxed and properly integrated into the company culture.
You’ve started doing a bit of further research to perfect your orientation and onboarding systems, and you’re determined to make the most of each to help your newbies find their feet. But every so often, the two terms get a little confusing, and you’re seeking some clarification.
Well, that’s why we’re here today, to take a look at the differences and commonalities between the two, and then to optimize them in a way that’s best for everyone, yourself included.
We’ve got you covered, so let’s get into company orientation and onboarding. Buckle up!
What exactly is orientation?
New hire orientationis classed as the first official day, or duration (as some companies make it shorter than a day) the new hires spend in the company. It’s a combination of a formal induction that comes with paperwork and contract signing, mixed with an element of socializing, which can be highly beneficial for new starters.
This social element is especially helpful for new starters who might feel a little nervous on their first day. Don’t overlook the power of good orientation, asresearchdemonstrates its significance and relationship to employee satisfaction.
You can think of orientation as the larger induction process for getting new hires into their roles. It’s like the first step on the stairway of onboarding that your new recruits climb to reach the rest of their team’s level. To simplify it further, and for all you foodies out there, imagine orientation as the nice little starter or appetizer to your meal, and onboarding as the main course!
The ideal length of orientation differs from company to company. It can depend on the industry you’re in, and the scope of the organization. That being said, most orientation sessions last between 3 hours and one full workday.
During orientation, the new hire is shown around the physical workplace, introduced to their new colleagues and teams, and spends their first few hours getting to grips with the job specifics.
And what exactly is onboarding?
Okay, so you’ve seen that orientation is the first few hours or full day the new hire spends in the office, and you recognize its importance.New hire onboardingis the longer process that helps the new hire really integrate into the workforce.
Most companies try to optimize thelength of onboardingby making it three to six months long. Someresearchis starting to illustrate that companies should consider the value of extending the onboarding process to the first full year of employment.
A thoughtful and well-plannedonboarding experiencedoes take some time and dedication of manpower and resources, but its rewards pay off in the long run. For the organization, good employee onboarding leads to improved retention and attrition rates, as well as increased job satisfaction.
First impressions last, andresearchshows that a strong onboarding process improves new hire retention by 82%. On top of that, it was found that strong onboarding improves productivity in new hires by over 70%.
As a manager, it’s crucial to set the tone right and perform onboarding in a welcoming and productive way. It can really set the stage for success and make a new hire’s first few months both productive and memorable.
So let’s get into comparing them, as well as a bit of speculation on the future of orientation and onboarding in years to come.
Orientation and onboarding - comparing the benefits of both
You’re probably wondering if you should use both orientation and onboarding for your new employees, and how you can get the most out of each process. Let’s use a quote from a new hire’s point of view.
“My first week was terrible. I didn’t have any equipment, I wasn’t given any assignments, there was nothing on my desk, and my supervisor did not even come to see me for the first three days
I was there.”
This quote comes from a focus group participant in areporton effective models for integrating new employees. You might be thinking, “My new employees would never feel this way. I have everything covered.”
But the truth is that if your new hires do feel this way, they’re not likely to express it openly, slipping under the radar of the first few hectic months. Never let your new employees struggle in silence, and get your orientation and onboarding systems optimized with feedback systems so you can continuously learn and improve them in the future. This works wonders for your organizational culture!
Sometimes the terms orientation and onboarding are used interchangeably, but this is a mistake. They have distinct roles and both offer unique benefits.
Orientation is like the welcome mat the new hire steps onto during their first official day. It’s a one-off event that helps the new hire find their feet (hence the name, itorientsthem in the right direction). A lot of the orientation process involves formalities like signing paperwork, getting set up in the workspace, and a lot of explanations of company procedures and protocols.
Onboarding on the other hand is a comprehensive process that extends over several months. It’s a larger umbrella term that orientation falls under. Good onboarding integrates a new hire properly into their work teams. A fantastic way of going about this is with anonboarding buddy program. Giving a new hire a buddy to work with through onboarding is a bit like giving them a mentor, but with added benefits. A new hire can confide in their buddy and receive even more support than a mentor traditionally provides.
Both orientation and onboarding aim to welcome a new hire into the workplace and provide them with the information and resources they’ll need for the future. They should both involve easing the transition into the new hire’s role and ensure they feel that extra sprinkle of welcome and support.
Orientation gives that immediate acclimation a newbie really needs, and then theonboarding programdives deeper into their ongoing growth and deepens integration. By combining the immediate impact of solid orientation with the sustained support of onboarding, you create an atmosphere that builds trust between you and new recruits.
Direct comparison of commonalities and differences in orientation and onboarding
So now we’ve laid out the meanings and comparisons between orientation and onboarding, let’s take a moment to think about how they might change in the future.
The future of orientation and onboarding
Like countless other industries, tech advancements are likely to reshape traditional systems. Already we are seeing major advancements in artificial intelligence and virtual reality, and they’re both poised to change aspects of onboarding and orientation. The future looks pretty exciting, but remember, as companies use AI more and more frequently in the workplace, the human element of orientation and onboarding remains as important as ever.
During the onboarding and orientation process, companies might try to use AI for new processes like:
- Automated welcome email packages:AI language systems might create welcome emails with things like passwords and access files for new recruits.
- Chatbot for new recruit inquiries:For new hires who need help and guidance, some companies create automatic chatbots to try and help solve their queries.
VR is another transformative technology that presents new opportunities for aspects of onboarding and orientation, such as:
- Virtual office tours:New hires could view the physical layout of their new workplace with an AR video tour.
- Workplace simulations:Companies could even run VR simulations of what their first day in the office might be like.
These examples, if used properly, might help a new hire get to grips with their new role, but we stress the importance of keeping the “human element” strong in the process, as new hires can quickly become frustrated if they don’t have a real person to turn to for help.
How about orientation and onboarding for hybrid and remote employees?
More companies than ever are optimizing their work teams with hybrid and remote workers from all across the globe. One of the biggest perks of these workers is their work schedule flexibility. These workers already set their day up around their personal commitments and peak productivity hours.
Hybrid and remote workers are getting into a healthier work-life balance, and these kinds of work systems are definitely reducing burnout and increasing job satisfaction. Hybrid and remote staff have new possibilities for their work environment too. They have reduced commutes and can work in any setting they choose.
So with this rise in remote and hybrid workers, how can you adapt your orientation andonboarding practicesto get the most out of them?
- Virtual welcome kits:Make the most of a welcoming kit filled with company goodies (maybe even some company swag) and helpful productivity gadgets to boost them up as they work from home. Regardless of where they’re located, get some welcome kits prepared beforehand and ship them out worldwide. You’re helping them gain a tangible connection to the company right from the start.
- Dedicated online orientation sessions:Here you can try live or pre-recorded orientation sessions to cover company culture, protocols, policies, and just about anything else that is set in stone for a new hire to learn. Make careful choices for your online video conferencing tool to help them feel well-connected.
- Remote onboarding buddy system:So you’ve got your onboarding buddy program set up and raring to go. If you have the resources, get your remote and hybrid workers in an online onboarding system with their buddy. Pair new hires with experienced staff who compliment the new hire’s working style, who can mentor them and help ease the worries so many new hires face!
- Digital training platforms:The digital workspace is evolving, so make sure your onboarding and orientation programs are evolving with it. Optimize your e-learning platforms to boost your new hires and help them learn at their own pace. Set up some training modules that can be completed at their own desired pace. Your remote workers will thank you for it.
- Virtual teambuilding activities:You already know the power of teambuilding activities for building bridges and forging bonds in your teams, so make sure your remote and hybrid workers aren’t missing out on them. There’s a whole host to choose from, like virtual coffee breaks and fun game nights, so empower your workers with a sense of community in their virtual teams.
Imagine the memories you’ll make with onboarding on a company retreat!
So you want your newcomers to feel like they’re part of the whole team as quickly as possible? We totally understand why. As new staff go through the sometimes scary and rocky process of onboarding and orientation, you really want to help them build bonds quickly with their colleagues.
So why not consider doing this on a teambuilding retreat?
We organize workteam retreatsthat work wonders for team building. A twice-annual retreat bonds employees in new ways, and for new members of staff, it’s an amazing opportunity!
We've had the pleasure of organizing over 700+retreat experiences, includingremote teams, for many different companies. Here’s what we offer:
- Stressittömät kuljetukset?Hoidamme sen! ✅
- Laadukkaat majoitustilat?Kyllä! ✅
- Kiehtovaa tiiminrakennustoimintaa?
Erikoisalaamme ✅
- Ravintolavaraukset?Huolehdimme niistä! ✅
- Asiantuntevaa retriittisuunnittelua?Sisältyy palveluumme! ✅
- Paikallinen tuki kaikkiin tarpeisiisi?Ehdottomasti ✅
Tämän lisäksi meillä on pääsy yli 160 toimipaikkaan Euroopassa, APAC-alueella, Yhdysvalloissa, Latinalaisessa Amerikassa ja nyt myös Afrikassa, joten vain taivas on rajana, kun haluat valita oikean toimipaikan sinulle ja tiimillesi.
If your hiring rate is increasing, and you’re trying your best to get new hires integrated as quickly as possible, establish team bonds with an unforgettable work retreat. Leave us to take care of the tricky logistics. Spaces are limited,get in touch now!
