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The good news is that a new hire orientation program offers an opportunity to build a lasting impression of the new company. The bad news is that that is going to happen whether you plan it or not. So why not get new hires off to a great start? Here are seven ways.

Celebrate the new hire's arrival.
How come when an employee leaves Cheap Nike Air Max 90 We Love Nike Canada , there's a party, but when she arrives, there is nothing to mark the occasion? Welcome new employees on day one and make them feel part of the team.

Give the person a buddy.
Don't make them feel like strangers. Ask someone, who will be working with the new hire, to show him around and teach him the ropes.

Get them up to speed fast.
Many new hires encounter delays and frustrations in getting the tools and training they need to be productive. Make sure they have their passwords, telephone numbers, emails, computer, etc. from day one.

Let the person feel special.
Realize there is no substitute from a welcoming from the very top. If the CEO can't spend a few minutes in person with new employees, they should at least send a welcome email or voice mail.

Develop a video.
Have it present what the organization does, the customers or clients, and the employees who make it happen. This personalizes the company and helps new hires become more quickly committed.

Go beyond the first day.
Don't attempt to cram the employee orientation into only a few short hours. It should be spread out over their first 60-90 days. It is important for the employee to be able to absorb the information and not feel overwhelmed.

Make orientation fun
You can use a scavenger hunt; play a Jeopardy game, an off-site outing, etc. One CEO pretends he is a drill sergeant and has all new employees recite the company's values statement. Put on your thinking cap and come up with creative ways to get your new hires on board.

Marcia Zidle, the 'people smarts' coach, works with business leaders to quickly solve their people management headaches so they can concentrate on their #1 job ? to grow and increase profits. She offers free help through Leadership Briefing, a weekly e-newsletter with practical tips on leadership style, employee motivation, recruitment and retention and relationship management.

Subscribe by going to and get the bonus report "61 Leadership Time Savers and Life Savers". Marcia is the author of the What Really Works Handbooks ? resources for managers on the front line and the Power-by-the-Hour programs ? fast, convenient, real life, affordable courses for leadership and staff development. She is available for media interviews, conference presentations and panel discussions on the hottest issues affecting the workplace today. Contact Marcia at 800-971-7619. County 3528 3499 -00.82% 3546 01.34% 3490 -01.58% -00.35% 94 17 Alpine County 1204 1216 01.00% 1188 -02.30% 1190 00.17% -00.38% 95 18 San Mateo County 707417 701271 -00.87% 699094 -00.31% 699216 00.02% -00.39% 96 19 Santa Cruz County 255339 253352 -00.78% 251725 -00.64% 250633 -00.43% -00.62% 97 20 San Francisco County 774479 761983 -01.61% 751908 -01.32% 744230 -01.02% -01.32%
The most noticable pattern is the exodus from San Francisco County CA real estate. "Your prices are killing me Larry!" That's because the average price of a home in San Francisco in 2006 was above $650,000. Out of all the counties in California, San Francisco had the worst population growth rate at negative 1%. Yet, I can vouch for those going to the county, because the views are spectacular in San Francisco and the people are great, they are very smart and stylishly astute. Stylishly.... hmmm Is that a word? Maybe it will be legit some day! Santa Barbara in Southern California also experienced a decrease in population size probably for the same reason as San Francisco, wow what a beautiful place Santa Barbara has become, and by the way it tops the list of the best luxury homes in California with the highest average sales price for California homes in the Southern California region at $1,190,000.

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