It is often said that employees are a company\u2019s most important asset. I believe this is true, and that\u2019s why employees should be engaged from the very beginning. From an engagement perspective, it is important that a new employee feels welcome and that the workplace has a positive atmosphere.\n\nKey tools for achieving this are proper orientation and an open, equal, and respectful work culture. High employee turnover is costly for a company, as training a new person always consumes resources.\n\nA positive work atmosphere has been shown to reduce employee sick leave and increase productivity. That is why, in the long run, it is economically beneficial to invest in orientation and in creating a good work environment within the company.<\/p>\n\n\n\n
Kun uusi ty\u00f6ntekij\u00e4 aloittaa ty\u00f6n yrityksess\u00e4 tai siirtyy uuteen teht\u00e4v\u00e4\u00e4n yrityksen sis\u00e4ll\u00e4, tarvitaan aina perehdytyst\u00e4. Mit\u00e4 perehdytt\u00e4minen sitten on? Sill\u00e4 tarkoitetaan kaikkia niit\u00e4 toimenpiteit\u00e4, joiden avulla uusi ty\u00f6ntekij\u00e4 oppiin tuntemaan uudet ty\u00f6teht\u00e4v\u00e4ns\u00e4, ty\u00f6paikkansa ja ty\u00f6yhteis\u00f6n tavat. Samalla ty\u00f6yhteis\u00f6 ja sen sidosryhm\u00e4t tulevat uudelle ty\u00f6ntekij\u00e4lle tutuiksi. Perehdytt\u00e4misen my\u00f6t\u00e4 ty\u00f6ntekij\u00e4 my\u00f6s oppii uuden ty\u00f6ns\u00e4 nopeammin ja alusta asti oikein. N\u00e4in resursseja vaativilta turhilta virheilt\u00e4 v\u00e4ltyt\u00e4\u00e4n. Lis\u00e4ksi perehdytys v\u00e4hent\u00e4\u00e4 ty\u00f6turvallisuusriskej\u00e4, kun kaikki ty\u00f6paikan vaaralliset kohteet on k\u00e4yty l\u00e4pi uuden ty\u00f6ntekij\u00e4n kanssa jo heti ty\u00f6nsuhteen alussa.<\/p>\n\n\n\n
In the case of young employees, the law even requires the employer to provide guidance and personal instruction. General employment-related matters should always be reviewed particularly carefully with a young employee, not to mention occupational safety issues. In orientation, the employer must take into account not only the working conditions of the workplace but also the employee\u2019s age and other personal characteristics.<\/p>\n\n\n\n
–<\/p>\n\n\n\n
Orientation can also be seen as an excellent way to improve well-being at the workplace. A new employee must be given enough time to get to know their tasks, the work community, and the organization. In addition to time, the employee should also be assigned a mentor to support them during the first few months.\n\nThe attitude of the work community toward the new employee plays a significant role from their perspective. In a friendly atmosphere, it is easier to ask for help when something is unclear. When new colleagues are introduced early on and their roles in the company are clearly explained, the newcomer also knows who to turn to with questions.\n\nA welcoming attitude from coworkers helps the newcomer feel included. The orientation process should also take into account the employee\u2019s previous experience and adapt the orientation program accordingly.<\/p>\n\n\n\n
\nA new employee must be given enough time to get to know their tasks, the work community, and the organization. <\/p>\n<\/blockquote>\n\n\n\n
It is advisable for a company to create an orientation program. A well-designed program is easy to implement and, over time, can be established as a standard practice. In larger organizations, an HR specialist typically prepares the orientation program, but the actual orientation is carried out by the unit supervisor or, in terms of specific job tasks, the person best suited for the role.\n\nIn smaller companies, the responsibility for creating the orientation program often falls to the business owner, HR manager, or team leader. The program should be developed in collaboration with employees and with the involvement of the person responsible for occupational safety.\n\nAmong existing employees, there may be individuals who are unexpectedly interested and enthusiastic about helping to create the orientation program\u2014such resources should definitely be utilized. Long-term employees often possess tacit knowledge about the company\u2019s practices and values, which can be valuable in the planning process.\n\nThe orientation program serves as a checklist for the person conducting the orientation, and once it has been carefully created, it is easy to update and adapt as needed.<\/p>\n\n\n\n
Orientation can be implemented in many different ways. Over the years, a wide variety of orientation programs have been seen and heard of. At its simplest, a program can be a checklist of important topics that are ticked off as they are covered. Watching a video independently before arriving at the actual workplace has also sometimes been used as a preliminary introduction.\n\nA refreshing and different approach I came across recently was a Code of Conduct used in the orientation process of the Norwegian company Borregaard. This ethical guideline is in use both internally and externally. Typically, such documents are just a few pages long and primarily intended as ethical instructions for suppliers. However, this document is very extensive and applies to the company\u2019s own employees as well as partners. The company also had the more traditional ethical guideline specifically for suppliers.\n\nAll employees are required to go through the extended document, participate in the related training, and confirm by signature that they have done so. The company also supports training on the content of the Code of Conduct in partner companies. This kind of practice is sustainability at its best.<\/p>\n\n\n\n
–<\/p>\n\n\n\n
A comprehensive toolbox to support orientation<\/h2>\n\n\n\n
The tools used in orientation are diverse, and in many cases, only creativity sets the limit. Different methods and communication styles can be used for different parts of the orientation process. What\u2019s important is that the information is presented clearly and understandably.\n\nIf self-study materials are used during orientation, it\u2019s a good idea to ensure in some way that they have actually been reviewed\u2014for example, by including a short multiple-choice test to be completed independently. Of course, when designing an orientation program, the available resources must be taken into account.\n\nThe average number of new hires also affects what kind of program is reasonable to create. For instance, it may not be practical to produce videos or tests for just a few new employees.\n\nIt is also advisable to divide the program into logically structured and easy-to-digest sections, and to plan their sequence in advance. It\u2019s not effective to deliver all new information in one compact session, as a person\u2019s capacity to absorb information is limited. Going through one section at a time, while practicing and reviewing what has already been learned, leads to better learning outcomes.<\/p>\n\n\n\n
\nGood orientation signals genuine interest in the employee and their skills.<\/p>\n<\/blockquote>\n\n\n\n
Perehdytyksen liikkeelle l\u00e4hd\u00f6n j\u00e4lkeen on t\u00e4rke\u00e4\u00e4 my\u00f6s huolehtia seurannasta. Ty\u00f6tekij\u00e4n kanssa sovitaan, milloin seuraavan kerran istutaan alas juttelemaan ja arvioimaan ty\u00f6teht\u00e4v\u00e4n haltuunoton ja ty\u00f6yhteis\u00f6\u00f6n sopeutumisen tilaa. Hyv\u00e4 perehdytys viestii uudelle ty\u00f6ntekij\u00e4lle aitoa mielenkiintoa h\u00e4nt\u00e4 ja h\u00e4nen osaamistaan kohtaan. Varsinaisen alkuperehdytyksen j\u00e4lkeen ty\u00f6ntekij\u00e4lle tulisi jatkossakin antaa aikaa suunnitella ty\u00f6t\u00e4ns\u00e4 eik\u00e4 vai suorittaa sit\u00e4. T\u00e4m\u00e4 lis\u00e4\u00e4 ty\u00f6ntekij\u00e4n sitoutuneisuutta ja ty\u00f6hyvinvointia pitk\u00e4ll\u00e4 aikav\u00e4lill\u00e4.<\/p>\n\n\n\n
Orientation is an ongoing process, needed at times to revisit certain topics or when working methods change. After all, we live in a constantly evolving world, and the pace of change only seems to be accelerating.\n\nOrientation is a reciprocal dialogue and a learning process on both sides\u2014especially in an open and respectful environment.\n\nSince good orientation promotes well-being at work and a positive workplace atmosphere, it should be integrated into the company\u2019s sustainability strategy under the social dimension. The level of workplace well-being is measurable and can be continuously improved.<\/p>\n\n\n\n
References<\/p>\n\n\n\n
Borregaard Code of Conduct . (2023). https:\/\/2044808.fs1.hubspotusercontent-na1.net\/hubfs\/2044808\/Media\/Design\/Company\/borregaard-s-code-of-conduct.pdf<\/a><\/p>\n\n\n\n
HAMKin Viestinn\u00e4n lehtori Lotta Hirvosen videoluento Esihenkil\u00f6ty\u00f6 ja muutosjohtaminen 2024: Ty\u00f6hyvinvointi (henkil\u00f6kohtainen tiedonanto, 28.8.2024)<\/p>\n\n\n\n