Induction Process

Benefits of a Good Induction Process

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 have 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? This post explores the benefits of an induction Process.

Benefits of Having an Induction Process

The main benefit of an induction process 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
The sooner your new employee picks up “this is how things are done around here” the quicker your culture will become second nature to them.

What should an Induction Process Look like?

The goal of any induction process 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.

A Good Induction Process Starts Before The Recruits First Day
This involves getting their desk or workstation ready for them and ensuring access to IT and security systems are organised.

Identify a buddy for the new recruit who will show them round and chose any other managers or employees will play a key part in the induction process.

Plan some first day, first week and first month assignments for your new recruit to achieve. These will link into the probation review and the feedback and follow up will help you decide whether the new recruit is failing, meeting or exceeding your expectations.

Here are my Top Tips to a Great Induction Process:

  • Joining Instructions
    When you have agreed a joining date for the new employee it is important to give them a few simple instructions or quick start guide 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.
    • Add a few less formal items such as what usually happens at lunch, and anything else you think would be useful (ask some recent recruits for their thoughts)

    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, they 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.
Library of Essential HR Business Documents
Ready To Go HR Department - policies imageA subscription to my Library of Essential HR Documents provides a ‘Ready To Go HR Department’ that offers simple step by step advice to common HR problems. I like breaking down processes into simple easy to follow steps and have check-lists and templates for absolutely every HR situation you can think of. My easy-to-follow flow charts, meeting scripts, check-lists and template letters ensure everything is done properly, efficiently and compliantly in a professional, friendly and knowledgeable way.

When you join you will receive instant access to:

  • Policies – clearly written and communicated policies are your best defence against tribunal claims.
  • Flowcharts – provide step-by-step guidance to key aspects of HR.
  • Forms and Letters – are templates with clear prompts where text should be added.
  • Meeting Check Lists – provide a reminder of the essential points to be covered in the particular situation.
  • Q&A’s: provide practical solutions to common HR situations.

The Induction Folder contains guidance and resources to help you motivate and retain newly appointed employees. I include an Induction Policy which will help you ensure that you have an effective induction process in place and a template induction check-list which you can adapt to suit your working practices.

Benefits of a Good Induction Process

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If you found this helpful and you would like to learn more about how I work with owners of small business who want to improve their HR management, please go here.

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