Most organizations new employee orientation and training are terrible. My orientation experience was boring. The first three months were probationary: as a new employee, I would work closely with the assigned team and after the three months, it was the decision of the team members to vote whether to remain in the organization or go. Management had no chance for making any final decision. I found the orientation practice ineffective since the organization leadership and management had chance to make any decision regarding the kind of employee they wanted to fill the gap. The task was delegated to co-workers, whose decisions were sometimes biased based on personal relationships with them. Additionally, most employees were not supportive during the on boarding period since they presumed me to be bother and a threat to their position in the organization.
For many employees, their first day experiences are carried with them throughout their involvement with the organization. Therefore, the organization could have improved my experiences by ensuring the following strategies:
- Making a solid plan ahead of time.
This is facilitated by having an official welcome from an organizational officer, making introductions, providing an organization overview, reviewing my new job duties and responsibilities, communicating well-reviewed performance management systems(Klein, 2000).
- Offering specific expectations and encouragement.
As a new employee, I expected much of personal encouragement, demonstrating the procedure on how the work is done, providing constructive criticism that would allow my growth in the organization.
- Providing positive feedback.
Providing regular feedback on my performance during the probation period would shorten the entire orientation process from the first day up to the final part. It would have brought more comfort and accelerate learning. Additionally, the organization could have improved my experiences by giving rewards and recommendation on well-done tasks during the probation.
My experiences in the organization affected my decision to exit the organization. The environment was not supportive. I felt unsatisfied for having my experience being analyzed by colleagues who were to make the final decision on my stay in the organization.
Klein, H. J., & Weaver, N. A. (2000). The effectiveness of an organizational‐level orientation- training program in the socialization of new hires. Personnel Psychology, 53(1), 47-66.