If you have been reading my latest blogs, you know that I have recently started a new job. And with a new job at a large institution or corporation comes a new hire orientation.
As I was spacing out during the most recent video installment of this particular institution’s history, it dawned on me that orientation is not necessarily the most effective way to integrate a new employee to a company’s culture. It is certainly a nice gesture for the executives and top management to speak to the group about customer service and how great the company/institution is to work at.
But c’mon. Can you really capture a company’s work ethic, culture, positives, negatives, and more in a few hours or days (depending on how much time is allocated)? The answer is no. The majority of new hire orientation is spent droning on about benefits, retirement, and why this is the best company you will ever work for.
Which begs the question: Why are companies desperately seeking approval from their new employees to buy into the ‘best-company-to-work-for theory?’
Why are companies devoting time, energy, and resources almost trying to CONVINCE the new hires of what a great place this is to work.
I just started. I am already the most grateful and happy employee that you have. But when you spend three hours of my orientation selling me some bogus motto, it makes me wonder why you are trying so hard.
Anyone else with me? I know that most people aren’t necessarily starting new jobs, but dig back deep to your own new hire orientation. Knowing what you know today about your workplace, was your orientation more of a warning then you initially realized?