Onboarding vs. Orientation

What is the Difference Between Orientation and Onboarding?

• Many people think “orientation” and “onboarding” are interchangeable terms, however, each serves its own purpose. 

• Orientation usually lasts 1 day.

  • Orientation typically refers to the process of introducing new employees to the organization by providing them with information such as company history, culture, values, organizational chart, employee handbook, compliance training, and so on. 

  • Store Support Team & Distribution Center Orientation consists of:

    • IT Support Meeting to ensure equipment/systems are set up - 30 minutes (if applicable to role)

    • New Hire Orientation on their first day - 1 hour 

    • Benefits & Payroll Presentation on their first day - 30 minutes

    • New Hire Google Site with important links and action items 

• Onboarding, on the other hand, is a process. 

  • It starts the moment a new hire accepts a position. 

  • It can last 30, 60, or 90 days—or even 1 year at some companies. 

  • Onboarding focuses on getting the individual acclimated to our company and culture, as well as setting a course for success. 

Why is it so important to create a positive onboarding experience? 

• Helps engage new hires from the start 

• Creates a positive experience that creates long-term loyalty

• Makes them feel valued 

• Reinforces they made a great decision 

• Boosts retention and performance 

• Reduces turnover 

What are the consequences of a poor onboarding experience?

• High staff turnover rates

• Missed opportunities and potential

• Increased employee stress

• Lower employee productivity

• Lower employee morale

What should onboarding cover? 

• Information about our organization 

• The new hire’s roles and responsibilities 

• Expected deliverables specific to their role

• Department-specific processes and procedures

• Resources that can help new hires be successful

Franchisees - The content on this document is for education and informational purposes only. Should a franchisee decide to act upon any information on this document, they do so at their own risk. Fleet Feet recommends all franchisees consult with an employment attorney when creating/modifying policies, pay practices or other items related to employment.