Here are the findings of various studies about new employee orientation.

Impact of Orientation on Turnover
New employees that went through a structured orientation program were 69% more likely to be with company after 3 years than those who did not. [1]

Impact of Orientation on Productivity
Employees who are carefully oriented to both the company and the job reached full productivity two months sooner than those who weren’t. [2]

Impact of Lack of Orientation on Leadership
Half of all new hires in leadership posts last 3 or fewer years. Top reasons cited: [3]

• Lack of exposure to experienced executives
• Difficulties in acclimating to company culture
• Limited ‘up front’ training
• Unclear expectations

Impact of “Care” in Orientation
A study group given more “care” resulted in: [4]

• Training time reduced by 50%
• Training costs cut by 66%
• Waste reduced by 80%

Impact of Orientation on Socialization
Employees Who Attended Orientation: [5]

• Were better socialized in the areas of goals, values and history
• Displayed a higher commitment to their employer
• Formed better relationships with colleagues

Impact on Retention
40% of companies cite improved orientation as a way to bolster retention rates. [6]

Sources:
1. Corning Glass Works, 1981, “Putting Out the Welcome Mat,” by Rebecca Ganzel, Training Magazine, March 1998
2. Texas Instruments, 1981, “Putting Out the Welcome Mat”, by Rebecca Ganzel, Training Magazine, March 1998
3. Pope Ward, Researcher with Corporate Leadership Council, Washington D.C, as cited in “Breaking in the Top Dogs”, by Kale Rhodes, Training Magazine, February 2000
4. John Van Maanen, 1976
5. Study at Ohio State University, 1995, “The Effectiveness of an Organizational-Level Orientation Program in the Socialization of New Hires”, Personnel Psychology, Spring 2000, and “Getting to Know You” and “Results of an Orientation Evaluation”, by Jennifer Hutchins, Workforce
6. Survey by Manchester Inc., 2001, “Breaking Through the Fog,” by Kevin Dobbs, Online Learning Magazine, February 2001