How can you create an orientation program that instills pride and ownership in your company's mission?

2 Align your orientation goals with your mission

Once you have your mission statement, you need to align your orientation goals with it. What do you want your new hires to learn, do, and feel during and after the orientation program? How will these outcomes support your mission and help your new hires succeed in their roles? By aligning your orientation goals with your mission, you can ensure that your program is relevant, meaningful, and consistent with your company's culture and values.

3 Design your orientation activities based on your goals

Now that you have your goals, you need to design your orientation activities based on them. Your activities should be interactive, engaging, and varied, and cover the essential topics and skills that your new hires need to know and perform. You can use a mix of online and offline methods, such as e-learning modules, webinars, workshops, simulations, games, quizzes, or mentoring. You should also include opportunities for feedback, reflection, and evaluation, to measure the effectiveness of your program and identify areas for improvement.

4 Incorporate your mission into your activities

To create an orientation program that instills pride and ownership in your mission, you need to incorporate it into your activities. You can do this by linking your activities to your mission statement, and showing how they contribute to achieving it. For example, you can explain how a certain policy or procedure supports your mission, or how a certain skill or competency helps you deliver on your mission. You can also use examples, case studies, or scenarios that illustrate how your mission is applied in real situations.

5 Involve your leaders and existing employees

Another way to create an orientation program that instills pride and ownership in your mission is to involve your leaders and existing employees. They can act as role models, mentors, or facilitators, and share their stories, insights, and experiences with your new hires. They can also provide feedback, support, and recognition to your new hires, and help them integrate into your company's culture and team. By involving your leaders and existing employees, you can show your new hires that your mission is not just a slogan, but a lived reality.

6 Follow up and reinforce your mission

Finally, you need to follow up and reinforce your mission after the orientation program. You can do this by providing ongoing learning and development opportunities, such as coaching, mentoring, or training, that align with your mission and help your new hires grow and excel in their roles. You can also monitor and evaluate their performance, and give them constructive and positive feedback, based on how they demonstrate your mission and values. You can also celebrate and reward their achievements, and recognize their contributions to your mission.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?