New Employee Departmental Orientation and Onboarding Best Practices

  1. Welcome new employees, relieve their anxieties, and make them feel comfortable. What special things can you do to make new employees feel comfortable, welcome and secure? How can you encourage a spirit of inquiry in new employees?
  • Place a "welcome" card in the new employee's desk.
  • Make yourself available most of the first day.
  • Plan to have lunch with the new employee and other staff.
  • Put a name marker at the work space (even if just a paper one).
  • Have the workplace cleaned and stocked with supplies.
  1. Inspire new employees with a good attitude toward LSUHSC-NO and the new job. What impressions do you want a new employee to have? How can you instill the desired work attitudes?
  • Fellow employees play a key role in developing work attitudes. Have the new employee work with a "mentor" or "buddy." Be certain the mentor demonstrates the behaviors you appreciate and the performance you expect. Choose mentors who are patient with beginners, and are positive, personable, and clear communicators.
  • Arrange for the employee to attend an HR orientation to become more acquainted with the LSUHSC-NO community.
  1. Confirm the employee's decision to join LSUHSC-NO and your department. How can you confirm a new employee's decision?
  • Clearly communicate job responsibilities and office culture during the interview.
  • Describe a "typical day" for the position during the interview.
  • Give the employee a sense of accomplishment and importance on day one.
    • Give an assignment that can be completed on the first day.
    • Spend time discussing how this position is critical to the success of the department.
    • Have a "welcome" party.
  • Recognize that an employee's decision to stay in or leave a new job is largely influenced by first impressions.
  1. Acquaint new employees with departmental goals, policies, and unwritten rules or customs. What key policies and unwritten rules must a new employee know so as not to make embarrassing mistakes on days one through five? Examples include but are not limited to:
  • Dress "code"
  • Use of titles or first names
  • Arrival and departure times
  • Scheduling of lunch time
  • Standard phone greeting
  • Introduction to supervisors, managers, or administrators
  • Use of equipment, phone, or e-mail for personal use
  • Location of restrooms, break room, vending machines, or coffee pot
  • Appropriate office decorations
  1. Communicate expectations and responsibilities to new employees. Write out your responses to the following questions.
  • What specific expectations do you have for new employees?
  • How can you communicate your expectations during the recruiting and hiring process?
  • How can you communicate your expectations the first day? The first week?
  1. Ensure new employees are familiar with the following:
  • Emergency Action Plan and other building safety information such as evacuation routes and locations of fire exits, extinguishers, and alarm stations.
  • Policies and Procedures