Launching an Employee Induction Process – Essential Checklist
As recent research from a YouGov survey reveals a ‘crisis level’ of workplace disenchantment, employers are looking for new ways to inspire their staff and make them feel valued.
A well planned induction can help employees not only become integrated into an organisation, but also maximise morale throughout the team, quickly raising the level of performance.
Some of the many benefits include:
- Engaging and motivating new and existing employees
- Contributing to the implementation of good processes
- Positively influencing existing staff involved in the induction process
- Gaining feedback and ideas from new hires looking at an organisation through ‘fresh eyes’, and,
- Reducing turnover costs and increasing retention rates for new joiners
Thinking about how a new or improved induction process could benefit your organisation will help you determine the focus and shape of the programme. If you’re considering re-launching your induction process, here are some tips to help you get started.
Think about the length of your induction process - The length and nature of the induction process depends on the complexity of the job and the new employee’s background. One size does not fit all and a standardised induction course is unlikely to satisfy anyone.
How will it be delivered - Consider how the induction process will be designed and delivered. Swap PowerPoint presentations and long talks for practical, friendly activities and interactions.
Review your training materials – You only want to give new starters the necessary information, including basic facts about their new employer; the rest they can learn later.
Meet & greet – The first day your new employee starts, ensure they are greeted by their Manager. Prepare an induction pack containing useful and interesting information to give to them.
Involve Senior Managers & Directors in the induction process – Whether this is done through welcome speeches or joining the new hire during their lunch – by involving senior staff in the induction process will show that you value your staff.
Don’t forget part-time staff – Sometimes part-time staff and home workers can be overlooked, and as such, their induction is particularly important. Where possible, try to induct them as close to their contracted hours as possible and ensure that they meet the people they will be handing over from/to.
Buddy-up – Coaching is an invaluable part of integrating new starters. Partner up new starters with existing employees (make sure these people are inspired, trained and motivated to coach effectively).
Analyse your induction process – Monitor the effectiveness of your induction training on a regular basis by analysing the performance and retention of new starters through the induction and beyond. Ask yourself, how can it be further improved?
Too often, induction training courses get it wrong with new starters being paraded through the office as everybody stares, trying to remember masses of information through boring PowerPoint slides, and little coaching or support.
But by following these basic pointers, you will strengthen relationships between senior management and employees, develop stronger internal communications and make your staff feel valued. New starters are the future of your organisation and it’s important to make sure you are treating them as such.