09:52
Faizan
Developing a lean or continuous improvement culture must be all encompassing and a well-designed employee orientation will nourish this development. Effective employee orientation programs are also enduring; they are more long term than short. Unfortunately, most organizations completely execute the employee orientation process within one or two days. This makes the employee orientation program non-conducive towards adopting the expected culture and even turns off these valuable resources.
All organizations need new employees at different times and value stream workers are exclusively hired outside of the organization. At this time they are expecting to learn how the organization functions, what it values, and the current direction. They do not only want to fit in they would also like to demonstrate how they are able to contribute. But if the values and principles are not clearly demonstrated they will start to fill in the blanks, most of the time going against the expected culture.
The introduction period and process is an extremely vulnerable time. If all you have to offer is the explanation of policies and company benefits then the organization loses an extraordinary opportunity to adapt and even promote the expected culture. This acclimatization of values and practices, developed to ensure the success of the business, is facilitated with the first impressions of a new employee.
I was involved in a world class organization that developed a well-designed employee orientation for new people to easily adapt their continuous improvement culture and effectively learn required processes. Here are the main steps of their program:
Standardized New Employee Orientation Program
They started with past new employees feedback where they provided non-value added steps. This was information the new employees felt they did not need as it was obvious or did not help them in understanding values and practices or what was required to do their job. Only the value added steps were standardized. The new employee orientation important steps were outlined using a flow chart. The importance of this format (much like posting a Tweet) is in the amount of wording that can acceptably fit within a process box. This forces the people, who will be teaching during the orientation sessions, to standardize only the key points. This standardized new employee orientation also enabled any of the leaders to teach the program and guarantee the same messages were presented. Finally, because it was standardized it could be continuously improved.
Introduction of Coaches
All organizations need new employees at different times and value stream workers are exclusively hired outside of the organization. At this time they are expecting to learn how the organization functions, what it values, and the current direction. They do not only want to fit in they would also like to demonstrate how they are able to contribute. But if the values and principles are not clearly demonstrated they will start to fill in the blanks, most of the time going against the expected culture.
The introduction period and process is an extremely vulnerable time. If all you have to offer is the explanation of policies and company benefits then the organization loses an extraordinary opportunity to adapt and even promote the expected culture. This acclimatization of values and practices, developed to ensure the success of the business, is facilitated with the first impressions of a new employee.
I was involved in a world class organization that developed a well-designed employee orientation for new people to easily adapt their continuous improvement culture and effectively learn required processes. Here are the main steps of their program:
Standardized New Employee Orientation Program
They started with past new employees feedback where they provided non-value added steps. This was information the new employees felt they did not need as it was obvious or did not help them in understanding values and practices or what was required to do their job. Only the value added steps were standardized. The new employee orientation important steps were outlined using a flow chart. The importance of this format (much like posting a Tweet) is in the amount of wording that can acceptably fit within a process box. This forces the people, who will be teaching during the orientation sessions, to standardize only the key points. This standardized new employee orientation also enabled any of the leaders to teach the program and guarantee the same messages were presented. Finally, because it was standardized it could be continuously improved.
Introduction of Coaches
Posted in: business
