Adventure Facility Concepts and Management

Hiring the best talent

One challenge with many solutions – Part 2 – Welcoming the new team member.

Congratulations! You have hired the best team, and it is time to start integrating into your team. This post is just a summary of our Manual and a mini tool for you to use when integrating new employees and helping them familiarize themselves with our products and services.

The first and most critical step will be to properly present your company’s history, core values, and management structure. You must review these details to provide new employees with standard information and ensure that both you and they are looking in the same direction.

Then, we will summarize the orientation process, which will help you choose an orientation technique, schedule an orientation, and host an orientation. When employees fill out essential work documents and review information about your company, such as play zone descriptions, policies, and procedures.

We will also discuss the training process step by step to ensure that you provide our new employees’ best learning experience.

Step 1 – History and excitement
Our proposal is always to present in detail the company’s history and the Core values. Make sure that you communicate them clearly and with excitement, let your employees start believing in them the way you believe. You and your team should look in the same direction, and you should make sure that you lead them with a clear message, excitement, and passion.

Step 2 – The Management structure
All teams need a leader; in this case, it will be you as the person who has started the business adventure and is the most passionate about its success. However, you will need the support of your team, from the Manager to the part-time employee, working only during summer hours. A clear management structure will improve communication lines between you, your coworkers, and the management team. Every employee can benefit from a management structure because it shows whom they can turn to for direction or help. For example, if a Birthday Party Supervisor has a question, he or she can turn to the Event Coordinator or Operations Manager for assistance. This management structure is also helpful when employees are searching for growth opportunities. It provides employees with specific roles they can learn about and possibly pursue.

Step 3 – Time for Orientation
Orientation is the process of introducing new hires to the management team, coworkers, and the workplace. During Orientation, the management team must also answer any questions or concerns a new employee may have. The process helps employees feel comfortable within their new teams, departments, and roles.

The orientation process consists of the following steps:

  • Choosing an Orientation Technique
  • Scheduling an Orientation
  • Hosting an Orientation
  • Individual Orientation
  • Group Orientation

As you follow this process, it is highly recommended to refer back to the agenda in the planning stage of the “Interview Guide.” This agenda outlines the management team’s roles and responsibilities throughout the interview, Orientation, and training process. Each member is responsible for following these steps to improve employee motivation, satisfaction, and retention resulting in an outstanding reputation for the overall benefit of the business.

Step 3.1 – Choosing the Orientation technique
After the interview process, the management team must pick the best candidates to fill the vacant positions. Once the candidates are chosen, it is important to decide what kind of orientation technique should be used to welcome the new employee or employees to the company. There are two types of orientation techniques: individual and Orientation. Each one has a specific purpose, advantages, and disadvantages. You can find more in our Operations manuals.

Step 3.2 – Hosting the Orientation
You will need a plan on how to host different orientations – contact us for more details on how we can help you. The most important part of the Orientation is to make sure that the new team member fills out all necessary documents, then take a tour of the facility and learn about the different areas (Front Desk, Briefing Room, Fun Walls, Ropes Course, etc.). Finally, all new team members must sit down with the management team to discuss the scheduling system and their availability for future training sessions. Before leaving, they must receive uniform instructions and be thanked for attending the Orientation. After the employees have left the facility, the management team must complete the relevant forms, input their information into the payroll system, and complete the Orientation Checklist.

Step 4 – Training process
The new team member has finished the Orientation, and the next step is to get fully trained for her/his upcoming shifts. We will cover more about the training process in the next chapter of our blog.

What challenges do you experience during the process of hiring new talent? Share your ideas with us in the comments or on Facebook