A well-planned employee orientation can do much to help make this transition as painless as possible and get new employees off on the right foot immediately. The essence of effective management is to get the job done right through other people. Business success depends on the quality of performance that managers get from their employees, which in turn hinges upon not only the workers' abilities but also the instructions they receive, the standards the organization sets for them, and the company rules under which they function. The work environment created by the employer and the performance pattern that an employee establishes during the first few days will have a strong influence on that person's attitude, productivity, and team spirit for weeks, months, and even years to come. This holds true even for seasonal workers, since many return to the same employer year after year.
Workers tend to fall into good or bad patterns very early in their employment.
Steering new employees on desirable paths and monitoring success is a primary responsibility of management, generally the task of first-line supervisors in most agricultural firms. If it is not done well, one likely result is high employee turnover that disrupts work and raises costs associated with recruiting, hiring, training, some payroll taxes, and workers' compensation. Agricultural firms need stable, productive workers to operate efficiently. If managers want to mold workers' performance from the beginning, they cannot afford to treat the orientation employee process casually. In many organizations, however, the orientation process is either short or nonexistent.