Benefits of Having an Induction Programme
The first few months in a new job are a crucial time during which the new employee will be deciding whether the job and business are right for them. When new recruits leave a job quickly it’s often because they haven’t found the same emotional connection to their new job and colleagues that they had in their previous roles.
So how do you ensure your new employee stays with you?
Benefits of Having an Induction Programme
The main benefit of an induction programme is that it increases your new employee’s understanding of your business and it helps them to adjust to working in it.
- the new employee will settle down and make a quicker transition into both their job and your way of working
- the new employee will be better informed about the structure of your business and your systems and procedures so they understand what is expected from an early stage
What should an Induction Programme Look like?
The goal of any induction programme is to speed up the time from clueless to proficiency. Let’s face it, every new employee is going to make some mistakes – we all did. A good approach to inducting your new employee can help minimise the duration and impact of that challenging learning curve.
A written procedure and check-list ensures that items are not forgotten and at all times repetition is better than not at all. The process should be implemented with care so that managers do not see it is an unimportant admin chore. The idea is to ensure that the new employee settles into the department and organisation as quickly as possible and this will only happen with gentle nurturing and care, so even if time is short it should never be skimped.
The length of time that the induction will take will vary according to each individual. Studies show that it takes between three and six months for most employees to be familiar, confident and effective in an organisation.
Here are my 10 Top Tips to inducting a new employee:
- Joining Instructions
When you have agreed a joining date for the new employee it is important to give them a few simple instructions in writing to help them on their first day:
- The time and location at which, and the name of the person whom, to report to.
- Car parking and security arrangements.
- What documents to bring with them e.g. bank details and P45.
I always recommend giving the first day start time as an hour later than normal working hours, so everyone is settled at their workstations and you are organised to meet and greet them. It is also important to make sure the reception staff know who to expect and where you will be.
- Getting The First Day Right
Your new employee’s primary concern on their first day will be with practical matters so ensure you have the following organised:
- Administration i.e. P45, bank details etc.
- Tour of workplace.
- Domestic information i.e. toilets, refreshments and meal breaks etc.
- Introductions to immediate colleagues and other Managers.
- Issue of ID cards and security badges (where appropriate).
- Explanation of Health and Safety Procedures e.g. fire exits, no smoking policy etc.
- Introduction to the nominated buddy.
- Outline the purpose of the role and explain how it fits into the organisation.
When they arrive make sure that the employee is made to feel welcome.
- Have a Nominated Buddy
During the initial few weeks it may be helpful to identify a colleague who can offer particular support and
advice. This will be an informal arrangement but will add value to the formal induction process.
- During The First Month
If you tried to introduce your new employee to everything in their first day or two the would suffer a serious case of information overload. When they begin to get comfortable with their immediate surroundings begin to introduce the following information:
- The management structure.
- Conditions of service e.g. hours of work, sickness, holiday entitlement, reporting procedures etc.
- Performance objectives
- Training required for the role.
- Communication processes.
- Follow Up
You will need to monitor your new employees progress and have regular review meetings with them during the first 3 – 6 months. The review meetings should consider work output, work quality, relationships, attendance, training needs and potential. This will form part of the Probationary Period Review and whether or not the employee will be confirmed in employment after the probationary period has ended.
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