Learn how to follow up and stay connected after new hire orientation with tips on communication, feedback, networking, and learning.

In the past, I was a facilitator at new Employee Orientation. I made it a point to explain the documents that were being acknowledged and why they are necessary. Orientation is so packed full of information on policies and procedures. The attendees were very thankful that this extra step was taken. Starting a new job, navigating its workplace and acclimating to their culture is both overwhelming and exciting. This article points out the necessity for communication and feedback from both the attendees and facilitators. Surveys are usually provided & completed however a follow up email or call that provides feedback in their own words is very valuable.

How do you follow up and stay connected after orientation?

You've just completed your new hire orientation and learned a lot about your new role, team, and organization. Congratulations! But orientation is not the end of your onboarding process. It's the beginning of your journey as a valued employee. To make the most of your orientation experience, you need to follow up and stay connected with the people and resources that can help you succeed. Here are some tips on how to do that.

1 Send thank-you notes

A simple but effective way to show your appreciation and professionalism is to send thank-you notes to the people who facilitated your orientation. Whether it's your manager, HR representative, trainer, or mentor, a brief and sincere email or handwritten note can go a long way in building rapport and trust. Express your gratitude for their time, guidance, and support, and highlight something specific that you learned or enjoyed from the orientation.

Add your perspective

2 Review your orientation materials

Orientation can be overwhelming and you may not remember everything that was covered. That's why it's important to review your orientation materials regularly and refresh your knowledge. Go over your employee handbook, policies, procedures, benefits, and goals, and make sure you understand them. If you have any questions, clarifications, or concerns, don't hesitate to reach out to the appropriate person or department for assistance.

Add your perspective

Heidi H.

HR Systems Analyst
Report contribution
In the past, I was a facilitator at new Employee Orientation. I made it a point to explain the documents that were being acknowledged and why they are necessary. Orientation is so packed full of information on policies and procedures. The attendees were very thankful that this extra step was taken. Starting a new job, navigating its workplace and acclimating to their culture is both overwhelming and exciting. This article points out the necessity for communication and feedback from both the attendees and facilitators. Surveys are usually provided & completed however a follow up email or call that provides feedback in their own words is very valuable.

Like
Traci Dow, SHRM-CP

HRBP and HR Ops at Ultra Mobile | Mint Mobile | Plum
Report contribution
For health benefits, note key dates and deadlines such as when you are eligible for benefits and your enrollment window so you don't miss out on signing up for benefits. Take time to review plans, read benefit summaries and note out of paycheck costs.

Like
Daniel Rivera MSHRM, PHR

HR Program Manager @ Children's Hospital of Philadelphia | PHR®, Lean Six Sigma
Report contribution
Making sure these are in a central location that is accessible on and off of a secure network is crucial to the success of these resources.

Like
Melissa Hajjar, MBA, MS, PHR

Strategic HR & Talent Advisor | Problem Solver | Employee Relations Guru | Mediator at Helios HR
Report contribution
Orientation materials are great opportunities to connect and reinforce organizational culture. If you create materials that are useful and approachable, these can be used as references throughout employment and not only in the first few days.

Like
Elizabeth V.

St. Petersburg College-HR Administrative System Specialist III
Report contribution
Onboarding/Orientation is information overload. There are so many things to remember in your 1st day it can be overwhelming. User names, log in, passwords, time sheets, where the bathroom is etc. Most organizations have a link that should take you to general information such as benefits, policies, important links etc. Reach out your HR onboarding person/team. They can guide you in the first weeks until you get comfortable. Supervisors are there for job specific questions but HR is the best employee resource that will help with the day to day, benefit, policy and other questions.

Like

3 Set up check-ins with your manager and team

One of the best ways to follow up and stay connected after orientation is to set up regular check-ins with your manager and team. Check-ins are opportunities to update your progress, share your feedback, ask for help, and receive guidance and recognition. They also help you build relationships and trust with your colleagues and align your expectations and priorities. Depending on your role and situation, you may want to schedule check-ins weekly, biweekly, or monthly, and use different channels such as phone, email, or video.

Add your perspective

Cinthya Valdés Moreno, MSHRM, FPC

Human Resources Business Partner - Business Strategist - Consultant
Report contribution
From the employer perspective is important to maintain our team members engaged during their first 3 months with our organization. We have created a system of check ins at the 30, 60, and 90 days marks with different members of the HR and management team. This system has proved to be very beneficial to retention and culture assimilation.

Like

4 Seek feedback and coaching

Another key aspect of following up and staying connected after orientation is to seek feedback and coaching from your manager, team, and other sources. Feedback and coaching can help you improve your performance, skills, and confidence, and identify your strengths and areas for development. They can also help you address any challenges or conflicts that may arise in your work environment. To seek feedback and coaching effectively, you need to be open-minded, respectful, and proactive, and act on the suggestions and advice you receive.

Add your perspective

Meka C.

New Orleans Regional Transit Authority
Report contribution
In my experience as an Onboarding Specialist it’s important for new hires to complete their 90 day surveys. This let the company/agency review the feedback that can improve in areas that are needed.

Like

5 Join employee networks and groups

A great way to expand your network and stay connected after orientation is to join employee networks and groups that interest you. These can be formal or informal, online or offline, and based on different criteria such as function, location, project, or affinity. Employee networks and groups can offer you support, mentorship, learning, and socializing opportunities, and help you feel more engaged and connected to your organization's culture and values. You can also contribute to these networks and groups by sharing your ideas, insights, and experiences.

Add your perspective

6 Seek learning and development opportunities

Finally, one of the best ways to follow up and stay connected after orientation is to seek learning and development opportunities that can help you grow and advance in your career. These can include online courses, webinars, workshops, podcasts, books, articles, or other resources that are relevant to your role, industry, or interests. You can also look for internal opportunities such as shadowing, mentoring, cross-training, or volunteering for projects or committees that can expose you to new skills, knowledge, and perspectives.

Add your perspective

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?

Add your perspective

How do you follow up and stay connected after orientation?

1

2

3

4

5

6

7

1 Send thank-you notes

2 Review your orientation materials

3 Set up check-ins with your manager and team

4 Seek feedback and coaching

5 Join employee networks and groups

6 Seek learning and development opportunities

7 Here’s what else to consider

New Hire Orientations

Rate this article

Thanks for your feedback

More articles on New Hire Orientations

More relevant reading