Many organisations have their own induction process in place. These can vary from a quick tour of the premises through to a full day or even full week (or month) induction programme.
So how do you know if you’re getting it right?
Firstly, it is vital to understand the impact an induction process can have on new employees.
Done correctly, it can engage the employee with the organisation from day one.
When new employees start at an organisation, it shouldn’t just be about the individual impressing their manager, it should also be about the organisation impressing the employee.
Engaged employees will promote the reputation and vision of the organisation naturally if they feel engaged with the organisation’s vision and strategy.
So, what is the purpose of an induction?
The main aims of inducting an employee is to make them feel welcome and to get them up to speed with what their role involves and who they will be working with.
It is important to create a good first impression. Here are a few ways to do this effectively:
· Contact them before their start date to tell them what their induction plan looks like;
· Make sure they know what time to arrive on their first day and ensure someone is available to greet them;
· Arrange to take them for a coffee/have a drink in the office before starting the induction process (this allows them time to calm down and take in their surroundings);
· Ask how they are. Seems simple I know but inductions are often rushed and not enough time is given to converse with the individual and see how they are feeling about the experience.
Tailor your programme
Now that they have arrived, are comfortable with their surroundings and have met their colleagues, it’s time to start getting them up to speed with their role.
Different people will want to take this step in different ways. Some may want to jump straight in and get ‘hands on’ with the role. Others may want to take longer to ask questions and read up on internal processes first.
Consider your approach based on the individual’s preferences and learning style.
Also, ensure that you integrate training into your induction programme to support the development of your new employee. Not only will this promote the culture of development with your new employee but it will also upskill them as they learn about their new role.
Where possible, any development/training should be integrated into annual or mid-year performance reviews.
If you are interested in discussing your induction process, development needs or performance review processes, please contact us via the contact form on the website or email on email@example.com