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people moving—a lift evacuation training or a tour of the ski
area—a longer half- or full-day orientation still might work
well. If you are putting together the traditional classroom
style event, the industry leaders we spoke with agree that the
optimal length of time for most people to focus and absorb
information is about one and a half hours.
One of the biggest challenges to shortening your orien-
tation is figuring out how to convey all of the most import- Justin Kauffman
ant information to new staff members. Matt Troskey, Vice
President, People/Learning at Mt. Hood Meadows, OR, uses Top 5 Takeaways from Industry Leaders
orientation to promote their team website and e-newsletter. 1. Orientation is the perfect opportunity to welcome and
He also invites the staff to sign up for text messages which meet staff, and share the company’s vision. Don’t miss
push important news out to employees through the season. this chance to inspire your staff.
Troskey reported that not one size fits all when it comes to 2. Build audience participation into your event to keep
accessing information; Mt. Hood distributes its key messages your audience engaged and hold their attention.
through multiple channels to accommodate the various ways 3. While a large-group, classroom-style orientation is still
that people like to find information. Troskey believes in over useful for returning departments, new hires will benefit We customize
communicating, usually teasing with a short message that from smaller groups where it’s easier to have open dis-
links to a source like the website for more detailed informa- cussions and an opportunity to meet their peers.
tion. Meadows even records one of their live sessions so they 4. Online training is an excellent tool that should be
can require every hire to watch it, especially in mid-season explored. It provides staff the flexibility to take courses solutions.
when things like strategic alignment and harassment reporting when they can fit it into their day. It gives the ski area
can get lost in the mix of operational need. the opportunity to share important information, provide
During orientation, Troskey gives examples of informa- testing to ensure comprehension was achieved and give
tion that staff will want to know (e.g. “When do I get paid?”) HR documentation that won’t get lost in a sea of boxes.
and then gives them the tools so they can find the information 5. Don’t skimp on food and beverage. When was the last
for themselves. Other equally important topics like safety are time you went to a conference or seminar and passed up
taught in smaller groups, after the general orientation, in a the food and beverage table? Your staff will appreciate it
department-specific format. By keeping a tight agenda and (and if you don’t supply it, they will notice).
empowering the team to access the information on-demand,
Mt. Hood Meadows has the ability to deliver a succinct, one- At Stevens Pass, they determine when staff actually need
hour general orientation, with the first 20 minutes dedicated access to certain information, and then how to deliver it.
to culture and company vision. Last year, that culture mes- Fok stressed that delivering information in formats that staff
sage was delivered by their COO, Jake Bolland. Orientation are already using and comfortable with, like a mobile app,
was very important to Bolland, who viewed the events as an removes barriers to access.
opportunity to gain alignment. Chan, of Homewood and Red Lodge Mountain, shares
important information with new staff through an online
Beef up that Power Point by paring it down. e-learning tool, complete with a test at the end. Before attend-
Find more tips for developing your orientation ing orientation, staff take this online training that covers many Don’t ever let your ski guests
subjects like how to get paid, the smoking policy and safety
presentation on our website. Check out our topics. At the end of the online training, there is a test that
presentation best practices at nsaa.org. wait in line again!
requires a perfect score for completion. New employees can
go back and correct any answers they get wrong and there is AX500 Smart Gate NG and Axess PICK UP BOX 600 Your guests can
“Whatever your big message is, choose someone who is not a time limit. order ski passes online, pick them up directly at the Axess PICK UP BOX
respected and can resonate with your audience to deliver,” According to Chan, most people can complete the test 600 by scanning the QR code on the smartphone and head to the lift
Troskey said. within an hour and a half. Once the employee scores 100 without standing in a queue. Our RFID technology and sensors on the
Fok, from Stevens Pass, acknowledged the challenge of percent, they are paid for two hours of work. With the gate allow walking through it without touching the barrier.
providing too much information. e-learning platform, the employee can complete the work at teamaxess.com
“We don’t have to share all information verbally and staff home, on their schedule, and it provides Chan and her HR
don’t have to know everything on the very first day,” Fok said. team with excellent documentation. Chan stated this helps
Axess Americas Inc. | 6443 Business Park Loop Road Suite A, Park City, Utah 84098, USA
phone: +1 435.333.5700 | e-mail: info@teamaxess.com
54 | NSAA JOURNAL | SUMMER 2019

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