Employee Perception
• Orientation is done on day one, not after
• Communicate and demonstrate your culture from day one
• Share information about hobbies and interests of new team member even before new employee walks through the
door
• Have team members waiting at the door to welcome new employee as they arrive
Ethics/Values
• If you are idle, you should be helping someone else care for a resident
• Garner emotional buy-in from the beginning
• Consider basic concepts of learning styles as you would with an audience during a presentation but do not
overwhelm with too much information at once
• Employee pride is contagious, have your new employee interact with those employees that demonstrate pride in
their facility and foster for all
Mission/Vision
• Review Mission/Vision with employee
• Create an orientation charter
o I understand how everyone plays an important role at with fulfilling the mission and vision of Company Name
o Our Purpose is Patient Centered Care and our Mission to provide excellent resident care even when no one is
watching
o I feel that Company Name inspires me to reach my full potential Employee Engagement
• Have an employee “Spring Training Camp”
• Include as many current employees in the orientation as possible (up to 75% current employee 25% new
employees)
• Provide a bag with gift card and/or something tangible for employee
• Have a picture of new employee taken with Spring Training theme and place in a few places (makes new employee
feel valued)
• Have your managers manager say thank you for a job well done
• Feature new/current employee success in newsletter or email
Phase 2 of Orientation
• Have immediate manager take employee to lunch
• Ensure employee has all the tools they will need to do the before-hand
• Engage new employee at 30, 60 and 90-day intervals to receive and provide feedback
o What is going well? What is not going well?
o Are your peer/mangers supporting you?
o How can I help you achieve your goals?
