When was the last time you started a new job?  Well for me, it was almost 17 years ago.  I still remember the feeling of not knowing anyone, not knowing how to do the simplest of  tasks that I had been doing for years (because every firm does it differently) and not being able to find my way around the office.  Okay, granted I am directionally challenged and get lost on a regular basis, but this was a big office and there were many halls and even more people to get to know.  Was that guy that just walked by a partner, associate, paralegal or maybe a runner???  I know he told me his name once, but with so many names and faces, who can remember them all?  Can't they wear nametags?  Oh, and then add the fact that we had several other offices with even more people to figure out.  You wonder . . . "Will I ever learn all these procedures and figure out which form is which?  Will I ever learn the names of all these people?"  Well, the answer was yes, but at the time, I was completely overwhelmed.  Do you remember that feeling?  In this day and age, add to all that different versions of computer software, phones, voice mail and a cost accounting system on the copier that you have to learn.  Heck, you can't even make a copy without knowing the secret numbers.

            So what does your firm do to help put new employees at ease, learn your specific procedures and get to know people?  Do you have an orientation program for new employees?  How about a policy or procedures manual?  Maybe a pictorial directory?  If you don't, you might want to seriously think about putting something together or perhaps it is time to update how you handle it.

            Some ideas of things to include in your orientation for new employees:

·        A benefits packet that contains a summary of all benefits offered by your firm

·        A procedures manual that contains the firm's policies and forms and instructions to fill them out properly

·        Introductions and tour of the office

·        Assign a mentor to take the new employee to lunch their first day and to be the point person to whom they can go to with questions

·        A pictorial directory of all your attorneys and staff

·        Computer/phone training (away from their desk)

·        Office floor plan and telephone list (including a list of each attorney's secretary)

·        Cheat sheet on how to transfer a phone call and how to access voice mail

·        Explanation of your evaluation system

·        Emergency evacuation/safety procedures

·        Conflict, billing, file opening procedures

·        Where to get supplies

·        Lexis/Westlaw training for paralegals and attorneys

            Of course, the contents of your orientation program would vary depending on your firm but the basics are the same.  A large firm's orientation might be a two to three day process while a smaller firm might only take one or two days.  It is also beneficial to have follow-up orientation with the employee after two to three months.  There is so much information that they are overwhelmed in the beginning.  But after a few months, they now know what you are talking about and can better ask questions.  It is also helpful if a new employee is not put at a desk the first day and has some time to get to know their mentor during lunch, have less pressured computer training away from their desk and some time to learn more about the firm.  While it is time consuming for the person doing the orientation, it is definitely appreciated by the new employee.  Think about creating a program if you don't have one in place.  It will be well worth the time and effort.

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